How perceptions of fairness can change

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Change process characteristics and resistance to organisational change: The role of employee perceptions of justice (2015, background): “Despite the fact that perceptions of justice are important determinants of employee judgements about the general work environment (Jones and Skarlicki, 2012; Piccolo et al., 2008), to date relatively few studies have examined the effects of perceived justice or injustice on employee resistance.”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “Accordingly, it will be necessary to design longitudinal studies capable of capturing the dynamic nature of the multiple relations implicit in social exchanges and the ways they change over time (Conway & Coyle-Shapiro, 2012; Jones & Skarlicki, 2013).”
Determinants and consequences of employee attributions of corporate social responsibility as substantive or symbolic (2016, methodology): “In line with the theory of third party evaluations of fairness (Jones & Skarlicki, 2013; Skarlicki & Kulik, 2005), individuals' attributions about the behaviors of others are guided by evaluations of whether the focal actor had the ability (competence) and is driven by the moral imperative…”