The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules, moral accountability, bandwidth-fidelity, and social exchange

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

“…Second, although ensuring that employees are treated fairly is associated with a plethora of important outcomes (e.g., Colquitt et al, 2013;Rupp et al, 2014), positive overall fairness judgments are not a panacea. Unfair events may be particularly anxiety-producing for individuals who generally believe that they are fairly treated.…”

Work Engagement and Performance: Does the (Mis)Alignment of Justice Sources Matter?

“…The possibility of detecting multi-foci interactive effects is intriguing, and the literature, as well as organisational practice, could benefit from more research in this area (Rupp et al, 2014). Therefore, the proposed study aims to capture employees' reactions (i.e., work engagement and job performance) in a situation where they simultaneously perceive (in)justices deriving from multiple sources (i.e., the organisation, supervisors, clients/customers).…”

“…Over time, these specific justice judgements can be merged into overall justice evaluations. Additionally, employees can differentiate between multiple sources of (in)justice (e.g., supervisors, the organisation as a whole, co-workers and customers), as long as they hold that source responsible for the treatment they are receiving (Rupp, Shao, Jones, & Liao, 2014).…”

Effects of (Mis)Alignment Between Supervisory and Organizational Justice

“…Furthermore, recent meta-analysis results (Rupp, Shao, Jones, & Liao, 2014) showed that structuring justice by source (the supervisor and the organization) could explain more variance in employee attitudes and behaviors directed toward the source than does structuring by justice type. Moreover, this study gave support to the target similarity model, showing that social exchange with a source mediates multi-foci effects.…”

“…Rupp, Bashshur, and Liao (2007) presented evidence of an adverse effect of misalignment between supervisory and organizational justice climate on employees' reactions. According to Rupp et al (2014), the possibility of detected multi-foci interactive effects is intriguing and the literature could benefit from more research in this area.…”