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

Barsky, Adam; Kaplan, Seth A.; Beal, Daniel J.

doi:10.1177/0149206310376325

Cited by 113 publications

(93 citation statements)

References 183 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Research in social psychology supports the idea that high-salience conditions may make information of this kind more "cognitively accessible," enabling people to form more nuanced perceptions and judgments (van Prooijen, van den Bos, and Wilke 2002). In addition, psychologists have long noted that moral judgment is a "cognitive-affective process," thus affect and emotion are also likely to play a role in structuring people's views on law and legal authorities (Barsky, Kaplan, and Beal 2011;Goodenough and Prehn 2004;Greene et al 2001). Understanding these various psychological processes may help illuminate how residents form procedural justice and legitimacy judgments.…”

Section: Future Directionsmentioning

confidence: 97%

Public Perceptions of the Legitimacy of the Law and Legal Authorities: Evidence from the Caribbean

Johnson¹,

Maguire²,

Kuhns³

2014

Law Soc Rev

150

122

View full text Add to dashboard Cite

Research on procedural justice and legitimacy has expanded greatly across the social sciences in recent years. The process-based model of regulation, which links people's assessments of procedural justice and legitimacy to their compliance with the law and legal authorities, has become particularly influential in criminology and sociolegal studies. A review of the previous research on perceived legitimacy highlights two important features. First, legitimacy has been conceptualized and measured in many different ways. Second, most of the research on legitimacy has focused on only a handful of developed nations. Using survey data from Trinidad and Tobago, this article examines the conceptualization and measurement of the perceived legitimacy of the law and legal authorities. The findings indicate that some of the prominent conceptual and measurement models used in previous research are not empirically valid in the Trinidadian context. The implications of the results for conceptualization, theory, and future research are discussed.Wi th roots in philosophy, political theory, and social psychology, the idea of legitimacy occupies an important role in scholarship across the social sciences, including psychology (e

show abstract

Section: Future Directionsmentioning

confidence: 97%

Public Perceptions of the Legitimacy of the Law and Legal Authorities: Evidence from the Caribbean

Johnson¹,

Maguire²,

Kuhns³

2014

Law Soc Rev

150

122

View full text Add to dashboard Cite

show abstract

“…Thus, negative emotions are likely to be activated by events that are negative (i.e., events with negative valence in which progress towards one's goals is being hindered) and that are important to the individual (i.e., have goal relevance) because these conditions indicate that a goal the individual cares about and is motivated to achieve may be in jeopardy. Taken together, although some events may be deemed unfair, they may not initiate emotions and/or actions if they are not directly relevant to the individual; that is, if they do not make the individual feel that an important goal is being hindered (Barsky et al, 2011).…”

Section: Appraising the Unfair Event: Anger And Anxiety As Emotional mentioning

confidence: 99%

In the Aftermath of Unfair Events: Understanding the Differential Effects of Anxiety and Anger

Barclay

Kiefer

2017

Journal of Management

View full text Add to dashboard Cite

After decades of domination by social exchange theory and its focus on a manager-centered perspective, fairness scholars have recently issued numerous calls to shift attention toward understanding employees’ subjective “lived-through” experiences and in situ responses to unfair events. Using appraisal theories, we argue that focusing on the employee’s perspective highlights the importance of emotions in fairness experiences. Further, this emphasis creates opportunities for novel insights regarding the emotions that are likely to be relevant, the constructive responses that can emerge from unfairness, and the interplay between unfair events and entity fairness judgments. Using a daily diary study with event sampling, we highlight the importance of anger and anxiety in understanding how individuals experience and react to unfair events. Results indicated that anger elicited counterproductive work behaviors, whereas anxiety initiated problem prevention behaviors (i.e., a subdimension of proactive work behavior). Further, by engaging in problem prevention behaviors, employees can positively influence their subsequent overall fairness judgments. Experiences of an unfair event can also be shaped by individuals’ preexisting overall fairness judgments, such that preexisting overall fairness judgments are negatively associated with anger but positively associated with anxiety. Implications for theory and practice are discussed, including the influential role of emotions for fairness experiences, how employees’ own behaviors can influence subsequent overall fairness judgments, the interplay between unfair events and entity judgments, and ensuring that fairness is effectively managed on a daily basis.

show abstract

“…Moreover, the way in which one perceives fair treatment plays a prominent role in the appraisal literature. For example, Barsky, Kaplan, & Beal (2011) argued that fairness perceptions affect the appraisal process in such a way that it colors how individuals perceive events. When an event involves low certainty or control, such as when someone perceives unfair treatment, it tends to be associated with appraisals of fear or threat (Smith & Ellsworth, 1985).…”

Section: Procedural Fairness In Restructuringmentioning

confidence: 99%

Cognitive Appraisal as a Mechanism Linking Negative Organizational Shocks and Intentions to Leave

Biggane

Allen

Amis

et al. 2016

Journal of Change Management

View full text Add to dashboard Cite

A note on versions:The version presented here may differ from the published version or, version of record, if you wish to cite this item you are advised to consult the publisher's version. Please see the 'permanent WRAP url' above for details on accessing the published version and note that access may require a subscription.For more information, please contact the WRAP Team at: wrap@warwick.ac.uk warwick.ac.uk/lib-publications

show abstract

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

Cited by 113 publications

References 183 publications

Public Perceptions of the Legitimacy of the Law and Legal Authorities: Evidence from the Caribbean

Public Perceptions of the Legitimacy of the Law and Legal Authorities: Evidence from the Caribbean

In the Aftermath of Unfair Events: Understanding the Differential Effects of Anxiety and Anger

Cognitive Appraisal as a Mechanism Linking Negative Organizational Shocks and Intentions to Leave

Contact Info

Product

Resources

About