Approach or Avoid? Exploring Overall Justice and the Differential Effects of Positive and Negative Emotions

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Echoes of Silence: Employee Silence as a Mediator Between Overall Justice and Employee Outcomes (2012, methodology): “We argue that fairness can 2 Overall justice has been assessed using the individual justice dimensions to create a latent overall justice factor (i.e., variance accounted for approach; e.g., Barclay and Kiefer 2012) and by directly assessing overall justice (e.g., Ambrose and Schminke 2009).”
An approach-avoidance framework of workplace aggression (2016, background): “…in that researchers have viewed positive emotions (e.g., measures of general positive affect) as engendering approachmotivation, and negative emotions (e.g., measures of general negative affect) as engendering avoidancemotivation (see, e.g., Barclay & Kiefer, 2014; Nifadkar et al., 2012).”
Accounting for the influence of overall justice on job performance: : integrating self-determination and social exchange theories (2014, background): “…extent that justice relates to trust in organization and need satisfaction relates to trust in organization, and based on previous research (e.g., Barclay and Kiefer, 2012; Colquitt et al., 2013; De Cremer, 2007), we expect need satisfaction to mediate the justice–trust in organization…”