Organizational Justice and Managerial Trust as Predictors of Antisocial Employee Responses

Abstract

This study examined the relationships between employee perceptions of organizational justice and trust and employee antisocial organizational behavior and communication. Participants from organizations representing two geographic regions were surveyed regarding their most recent performance appraisal. Results indicated that perceptions of justice and trust negatively predicted indirect interpersonal aggression, hostility, obstructionism, and deception. When justice and trust were entered simultaneously into the regression model, perceptions of trust predicted hostility, while perceptions of distributive justice predicted deception. Post hoc analyses demonstrated that justice and trust interacted to predict antisocial responses, and trust mediated the relationships between justice and antisocial responses.