On the Value of Considering Specific Facets of Interactional Justice Perceptions

Abstract

This research seeks to verify the value of considering specific perceptions of informational and interpersonal justice over and above employees' global perceptions of interactional justice. In Study 1 (Sample 1: n = 592; Sample 2: n = 384), we examined the underlying structure of workers' perceptions of interactional justice by contrasting first-order and bifactor representations of their ratings. To investigate the true added value of specific informational and interpersonal justice perceptions once global interactional justice perceptions are taken into account, we also considered the relations between these global and specific perceptions and various outcomes. Our findings revealed that workers' perceptions of interactional justice simultaneously reflected a global interactional justice factor and two specific facets (interpersonal and informational justice). In Study 2, we identified employees' latent justice profiles based on their global (interactional justice) and specific (interpersonal and informational justice) levels of interactional justice. Five different interactional justice profiles were identified: low interpersonal, high interpersonal/average informational, high informational, normative, and high interpersonal/low informational. Employees' perceptions of transformational leadership are a significant predictor of profile membership. Finally, the five profiles were significantly associated with anxiety and emotional exhaustion.

Burnout profiles: dimensionality, replicability, and associations with predictors and outcomes

“…In particular, the identification of such a large (58.17% in the sample of mixed employees and 62.63% in the sample of nurses) Normative profile suggests that global levels of burnout remain minimal and aligned across dimensions for more than half of the participants. This finding is aligned with results from past studies of work engagement (Gillet et al, 2019a(Gillet et al, , 2020c, well-being and psychological health (Morin et al, , 2017, interactional justice (Fouquereau et al, 2020), emotional labor (Fouquereau et al, 2019) or need satisfaction (Gillet et al, 2019b), in which a similarly normative profile was also found to characterize a large proportion of employees.…”

Complementary variable‐ and person‐centred approaches to the dimensionality of workaholism

“…In particular, the identification of this profile suggests that global levels of workaholism remain minimal and aligned across dimensions for nearly a third of the sample in Studies 2 and 3. This finding is aligned with results from past studies of work engagement (Gillet, Caesens, et al, 2019;Gillet, Morin, Jeoffrion, et al, 2020), well-being and psychological health (Morin, Boudrias, et al, 2016;Morin et al, 2017), interactional justice (Fouquereau et al, 2020), emotional labour (Fouquereau et al, 2019) or need satisfaction , in which a similarly average profile was also found to characterise a significant proportion of employees.…”

Teachers' profiles of work engagement and burnout over the course of a school year

“…This result is interesting given that prior variable-centered research has consistently positioned fairness as a positive driver of psychological health in a "the more, the better" perspective (e.g. Fouquereau et al, 2020;Greenberg & Cropanzano, 2001). Nevertheless, recent findings rather suggest a "too much of a good thing" interpretation according to which high levels of fairness perceptions might be detrimental in some situations (Brockner et al, 2009;Rodwell & Fernando, 2015;Tremblay et al, 2018).…”