Co-workers' Justice Judgments, own Justice Judgments and Employee Commitment: A multi-foci approach

Stinglhamber, Florence; Cremer, David De

doi:10.5334/pb-48-2-3-197

Cited by 10 publications

(8 citation statements)

References 59 publications

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“…This is aligned with research showing that employees’ social exchange response, emotional response, and felt justice is impacted by a mixture of their own received treatment and how their co‐workers and external actors are observed as being treated (e.g. De Cremer, Wubben, & Brebels, ; Spencer & Rupp, ; Stinglhamber & De Cremer, ). As such, in “looking out” employees’ social exchange is affected by how the organisation is perceived as interacting with the external environment by engaging in CSR that is authentic versus driven by ulterior motives to benefit itself.…”

Section: The Two‐dimensional Construct Of Csr Attributionssupporting

confidence: 75%

Employee Attributions of Corporate Social Responsibility as Substantive or Symbolic: Validation of a Measure

Donia

Sirsly

Ronen³

2016

Applied Psychology

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Using three samples aggregating over 1,000 working adults, we developed and tested a measure of Substantive and Symbolic Corporate Social Responsibility (CSR‐SS). The resultant 14‐item CSR‐SS scale is a reliable and parsimonious measure that is best represented by two broad and distinctive factors—substantive and symbolic attributions of CSR. Our findings provide evidence of a solid nomological network and criterion validity, supporting predictions that when employees attribute CSR as substantive, greater benefits accrue to the individual and the organisation as a whole than when CSR is attributed as symbolic. This measure contributes a valid and reliable tool toward the advancement of micro CSR research on both negative and positive consequences of organisations’ CSR proclaimed initiatives.

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Section: The Two‐dimensional Construct Of Csr Attributionssupporting

confidence: 75%

Employee Attributions of Corporate Social Responsibility as Substantive or Symbolic: Validation of a Measure

Donia

Sirsly

Ronen³

2016

Applied Psychology

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“…Of course it is impossible, impractical, and in some sense atheoretical to conceptualize first- and third-party justice as completely separate processes. For example, Stinglhamber and De Cremer (2008) showed via a field study that employees’ perceptions of how their coworkers are treated impact their self-focused justice perceptions, as well as their level of social exchange with their employing organization. De Cremer and van Hiel (2006) replicated this finding and further show evidence of the emotional response predicted to occur following the witnessing of an injustice, showing effects on commitment, cooperation, and exit.…”

Section: Justice Today and Tomorrowmentioning

confidence: 99%

An employee-centered model of organizational justice and social responsibility

Rupp

2011

Organizational Psychology Review

233

276

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This paper reviews recent research within the area of organizational justice. It argues that a key element of the employee experience is the formation of perceptions about how both the self and others are treated by organizational stakeholders, as well as the level of dignity and respect bestowed by the organization to external groups. Employees, therefore, look in, around, and out, in order to comprehend their working experiences, and depend on these judgments to navigate the organizational milieu. A full understanding of justice phenomena requires consideration of individual differences; contextual influences; affective, cognitive, and social processes; as well as a person-centric orientation that allows for both time and memory to influence the social construction of worker phenomena.

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“…Thus, a supervisor who fails to manage coworker conflict, for example, fosters a negatively charged work environment that in turn can impact appraisals of justice-related events. Indeed, although our model focuses on reactions to discrete experiences and on typical social exchange interactions, we note that much of our reasoning applies as well to third-party justice perceptions, whereby an event is not experienced personally but is witnessed (see also De Cremer & Van Hiel, 2006;De Cremer, Wubben, & Brebels, 2008;Ellard & Skarlicki, 2002;Skarlicki & Kulik, 2005;Stinglhamber & De Cremer, 2008;). Future research should attempt to integrate affective influences on reactions to third-party justice as well.…”

Section: Practical Implicationsmentioning

confidence: 99%

Just Feelings? The Role of Affect in the Formation of Organizational Fairness Judgments

Barsky

Kaplan

Beal

2010

Journal of Management

112

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In contrast to traditional conceptualizations of organizational justice as representing isolated judgments stemming from a “cold” rational calculus, justice judgments are instead part of a “hot” and affectively laden appraisal process, emerging over time through the interplay of work and nonwork experiences as well as through emotions and moods. The authors articulate how emotional reactions shape fairness judgments and how incidental emotional experiences and ambient moods influence the occurrence and appraisal of justice events in the workplace.

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Co-workers' Justice Judgments, own Justice Judgments and Employee Commitment: A multi-foci approach

Cited by 10 publications

References 59 publications

Employee Attributions of Corporate Social Responsibility as Substantive or Symbolic: Validation of a Measure

Employee Attributions of Corporate Social Responsibility as Substantive or Symbolic: Validation of a Measure

An employee-centered model of organizational justice and social responsibility

Just Feelings? The Role of Affect in the Formation of Organizational Fairness Judgments

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