High procedural fairness heightens the effect of outcome favorability on self-evaluations : An attributional analysis

By J. Brockner, Larry Heuer, N. Magner, Robert Folger, Elizabeth E. Umphress, K. van den Bos, R. Vermunt, M. Magner, Phyllis A. Siegel. 2003

107 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/29547aa97ffb8175014ffa2caff324c71d865d48

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Linn van Dyne
2. Xu Huang
3. D. Skarlicki
4. J. L. Pierce
5. Onne Janssen
6. David A Jones
7. D. G. Gardner
8. Catherine K. Lam

In Social Psychology

1. Linn van Dyne
2. C. Hafer
3. Laurent Bègue
4. J. L. Pierce
5. Onne Janssen
6. David A Jones
7. Xu Huang
8. D. G. Gardner

In Sociology and Political Science

1. Laurent Bègue
2. D. Skarlicki
3. C. Hafer
4. J. L. Pierce
5. Linn van Dyne
6. Onne Janssen
7. David A Jones
8. Xu Huang

Citations in the corpus

• An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes (2007, unknown): “Second, studies reviewed by Brockner (2002) suggest that procedural (Brockner et al., 2003) and interactional fairness (Leung et al.”
• Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect (2010, methodology): “Accordingly, research guided by the attribution model of justice has in particular focused on investigating the influence of justice perceptions on the attributions and self-relevant implications people make in face of unfavorable outcomes in social exchanges (e.g., Barclay, Skarlicki, & Pugh, 2005;”
• Experimental research on just-world theory: problems, developments, and future challenges. (2005, background): “…defensive processes have been virtually ignored in much of present justice theorizing in favor of approaches that focus on colder cognitive information processing, less defensive motivations (e.g., Brockner et al., 2003; Folger & Cropanzano, 2001; Tyler, 1994; van den Bos et al., 2001), or both.”
• The effects of pay level on organization‐based self‐esteem and performance: A field study (2004, background): “High pay can lead to strong fairness perceptions and fairness can connote trust and valuing of employees, so it should have a positive effect on OBSE (see Brockner, et al., 2003 and Koper, Van Knippenberg, Bouhuijs, Vermunt, & Wilke, 1993).”
• How perceptions of fairness can change (2013, background): “People sometimes blame themselves as the cause of negative outcomes when they believe the procedures that led to the outcomes are fair (Brockner et al., 2003; Schroth & Shah, 2000).”