What Should Be Done with Equity Theory?

Leventhal, Gerald S.

doi:10.1007/978-1-4613-3087-5_2

Cited by 2,390 publications

(1,400 citation statements)

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“…Based on Leventhal (1980) and Thibaut and Walker (1975), seven items were created to measure respondents perceptions of procedural justice. Sample questions include: Do you think that similar promotion procedures are applied to all potential promotion candidates in this organization?…”

Section: Methodsmentioning

confidence: 99%

The Mediating Role of Procedural Justice in Responses to Promotion Decisions

2006

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This study used structural equations modeling to examine the mediating role of procedural justice in the relationships between promotion decisions and organizational commitment and between promotion decisions and intent to leave the organization. 156 managers and executives in Italian subsidiaries of two large multinational organizations in the chemical industry were surveyed about their career history within the organization and their reactions to promotion decisions over an 8-year period. The results showed that promotion decisions influenced feelings of organizational commitment through perceptions of procedural justice in promotion decision-making processes. The theoretical and practical implications of the study s findings are discussed.

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Section: Methodsmentioning

confidence: 99%

The Mediating Role of Procedural Justice in Responses to Promotion Decisions

2006

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“…This may help employees self-select into positions that match their beliefs about emotional control (Schneider, 1987). Managers may also improve SERF by following Leventhal's (1980) procedural justice criteria. For example, employees should be provided with an opportunity to participate in the creation of display rule policies as well as challenge decisions made on the basis of them.…”

Section: Practical Implicationsmentioning

confidence: 99%

Display Rules and Strain in Service Jobs: What’s Fairness Got to Do With It?

Grandey¹,

Fisk²

Research in Occupational Stress and Well-Being

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The link between emotion display rules and job strain has been well established. This chapter draws upon the organizational justice literature to propose a new individual difference, service emotion rule fairness (SERF), to predict job strain for service workers. We propose that when service workers believe that organizational control of emotional displays is unfair they have poor fit with the job and increased strain. In fact, in the survey and experimental studies presented here, SERF uniquely predicted turnover intentions and emotional exhaustion beyond individual and group characteristics. SERF was rated higher when displays to customers are perceived as a means to gain financial rewards or form relationships with others, supporting a self-interest model of fairness, whereas the extent that display rules made one feel controlled, SERF was lower. We also found evidence that those with more social and organizational power perceived that the requirements were fairer. Practical and research implications are discussed.

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“…A justiça processual compreende as percepções de justiça relativas aos procedimentos usados nos sistemas de avaliação de desempenho, nos acréscimos salariais e de promoções, nos processos de recrutamento e seleção, de alocação de recursos (Leventhal, 1980;Souto & Rego, 2003;Sotomayor, 2007). A justiça processual considera os métodos, mecanismos, meios e processos utilizados nas determinações dos resultados (Cohen-Charash & Spector, 2001).…”

Section: Justiça Organizacionalunclassified

“…A justiça processual considera os métodos, mecanismos, meios e processos utilizados nas determinações dos resultados (Cohen-Charash & Spector, 2001). Leventhal (1980) estabeleceu seis regras procedimentais que indicam se determinado procedimento é percebido, ou não, como justo pelos indivíduos: consistência, ausência de vieses e interesses pessoais, exatidão da informação, correção (ou mecanismos de correção/recurso), representatividade dos envolvidos nos processos e ética.…”

Section: Justiça Organizacionalunclassified