THIRD-PARTY REACTIONS TO EMPLOYEE (MIS)TREATMENT: A JUSTICE PERSPECTIVE

By D. Skarlicki, Carol T. Kulik. 2004

321 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Economics and Econometrics, Information Systems and Management

View Paper: https://www.semanticscholar.org/paper/7c22055bbd8bc33b322fb8b293913e8b485c6c41

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Citations in the corpus

Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management (2018, background): “Prior research indicates that factors such as the personality, role experience, power, moral development, and identity of the employees tend to influence their reactions to the treatment they and/or others receive from the organization (O’reilly & Aquino, 2011; Skarlicki & Kulik, 2004).”
Customer Mistreatment: A Review of Conceptualizations and a Multilevel Theoretical Model (2015, background): “Yet, Sliter et al. (2011) did not find a significant relationship between customer mistreatment and physical health complaints reported three months later.”
Power, Status, and Abuse at Work: General and Sexual Harassment Compared (2009, background): “General workplace harassment is typically defined as expressions of disrespect and hostility that are intended to harm the target (Skarlicki and Kulik 2005).”
Bridging corporate social responsibility and compassion at work (2014, background): “employees) within the organization (Skarlicki and Kulik, 2005).”
Interactional justice, leader–member exchange, and employee performance: Examining the moderating role of justice differentiation (2017, background): “Interestingly, this under-emphasis in the leader–follower relationship literature has persisted despite a growing body of work on third-party perceptions of injustice (Skarlicki & Kulik 2005).”
Just Feelings? The Role of Affect in the Formation of Organizational Fairness Judgments (2011, background): “…and justice perceptions, helps explain why individuals appear to act in ways that are contrary to their self-interest when they feel wronged (e.g., Turillo, Folger, Lavelle, Umphress, & Gee, 2002) and react to events that they witness but that do not affect them directly (Skarlicki & Kulik, 2005).”
Negative Reviews, Positive Impact: Consumer Empathetic Responding to Unfair Word of Mouth (2020, background): “The current research takes an approach to conceptualizing fairness that is highly relevant in contexts in which a third-party observer sees another entity being wronged in some way (Skarlicki and Kulik 2004).”
To act out, to withdraw, or to constructively resist? Employee reactions to supervisor abuse of customers and the moderating role of employee moral identity (2013, background): “As our results suggest, employees can have unfavorable reactions to observed mistreatment, which could have dire consequences for the organization (Skarlicki and Kulik, 2005).”
Corporate Social Responsibility, Ethical Leadership, and Trust Propensity: A Multi-Experience Model of Perceived Ethical Climate (2015, background): “Research on third-party justice shows that employee reactions to organization actions directed toward third parties may be just as strong as if the actions were directed toward themselves (see Rupp 2011; Hansen et al. 2011; De Cremer and Van Hiel 2006; Skarlicki and Kulik 2005).”
A Model of Third Parties' Morally Motivated Responses to Mistreatment in Organizations (2011, methodology): “Individuals who are neither the direct target of an act of mistreatment nor the perpetrator of that act have been labeled third parties (Skarlicki & Kulik, 2005).”
Organizational Justice and Behavioral Ethics: Promises and Prospects (2009, background): “…evidence favoring deontic justice comes from a number of sources (for reviews, see Cropanzano et al., 2003; 2005; Cropanano, Stein et al., 2007), these ideas have been especially infl uential in studies of third-party responses to unfairness (see Ellard & Skarlicki, 2002; Skarlicki & Kulik, 2005).”