Pinpointing the role of the self in procedural fairness
Pinpointing the role of the self in procedural fairness
What is the role of the self in explaining the links between procedural fairness and organizational experience? In three experiments, we examined four self-related mechanisms: respect, certainty, self-esteem, and competence. We manipulated procedural fairness, introduced unfavorable personal or organizational outcomes, measured the putative mediators, and assessed organizational allure (attitude, identification, commitment). Across the three experiments, and a meta-review, exposure to procedural fairness (vs. unfairness) led to higher organizational allure via increased respect only. We obtained these result patterns regardless of whether unfavorable outcomes were personally or organizationally relevant, and regardless of the order in which procedural fairness and unfavorable outcomes were introduced. We consider implications of the findings.
Hart, Claire
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Sedikides, Constantine
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De Cremer, David
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Hart, Claire
e3db9c72-f493-439c-a358-b3b482d55103
Sedikides, Constantine
9d45e66d-75bb-44de-87d7-21fd553812c2
De Cremer, David
16aeacc7-ae90-4ab7-9d3c-6818e8b1b6d8
Hart, Claire, Sedikides, Constantine and De Cremer, David
(2019)
Pinpointing the role of the self in procedural fairness.
Self and Identity.
(doi:10.1080/15298868.2019.1705888).
Abstract
What is the role of the self in explaining the links between procedural fairness and organizational experience? In three experiments, we examined four self-related mechanisms: respect, certainty, self-esteem, and competence. We manipulated procedural fairness, introduced unfavorable personal or organizational outcomes, measured the putative mediators, and assessed organizational allure (attitude, identification, commitment). Across the three experiments, and a meta-review, exposure to procedural fairness (vs. unfairness) led to higher organizational allure via increased respect only. We obtained these result patterns regardless of whether unfavorable outcomes were personally or organizationally relevant, and regardless of the order in which procedural fairness and unfavorable outcomes were introduced. We consider implications of the findings.
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Hart Sedikides De Cremer 2020 SAI.docxpure
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Accepted/In Press date: 6 December 2019
e-pub ahead of print date: 23 December 2019
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Local EPrints ID: 436689
URI: http://eprints.soton.ac.uk/id/eprint/436689
ISSN: 1529-8868
PURE UUID: de705a72-6de8-4bca-ac55-1313c33aff01
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Date deposited: 20 Dec 2019 18:31
Last modified: 17 Mar 2024 05:09
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David De Cremer
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