High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis
High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis
复制标题
DOI：
10.1016/s0749-5978(02)00531-9
复制
发表时间：
2003-05-01
影响因子：
4.6
通讯作者：
Siegel, P
中科院分区：
文献类型：
--
作者：
Brockner, J;Heuer, L;Siegel, P
以往的研究表明，结果偏好和程序公平经常相互作用，影响员工的工作态度和行为。此外，相互作用效应的形式取决于因变量。相对于较低的程序公平，较高的程序公平：(A)减少结果偏好对员工对系统的评价的影响(例如，组织承诺)，以及(B)提高结果偏好对员工对自己的评价(例如，自尊)的影响。本研究为交互效应的后一种形式提供了外部效度(研究I和研究4)。我们还发现，后一种形式的交互效应是基于人们使用程序公平信息来对自己的结果进行自我归因(研究2和3)。此外，在研究4中获得了两种形式的交互效应，这表明它们并不是相互排斥的。文中还讨论了理论和实践意义。(C)2002年埃尔塞维尔科学公司(美国)。版权所有。
Previous research has shown that outcome favorability and procedural fairness often interact to influence employees' Work attitudes and behaviors. Moreover, the form of the interaction effect depends upon the dependent variable. Relative to when procedural fairness is low, high procedural fairness: (a) reduces the effect of outcome favorability on employees' appraisals of the system (e.g., organizational commitment), and (b) heightens the effect of outcome favorability on employees' evaluations of themselves (e.g., self-esteem). The present research provided external validity to the latter form of the interaction effect (Studies I and 4). We also found that the latter form of the interaction effect was based on people's use of procedural fairness information to make self-attributions for their outcomes (Studies 2 and 3). Moreover, both forms of the interaction effect were obtained in Study 4, suggesting that they are not mutually exclusive. Theoretical and practical implications are discussed. (C) 2002 Elsevier Science (USA). All rights reserved.