Abstract
Recent research on organizational justice demonstrated that employees do not only react to fair treatment from authorities (i.e., supervisor and organization) but also that from peer relationships (i.e., coworker). Nevertheless, little attention has been drawn to whether and how justice from authorities and justice from peers can affect employees jointly. Drawing on group engagement model (Tyler & Blader, 2000, 2003), I hypothesize that supervisor justice and coworker justice interact to influence employees’ organization-based self-esteem (OBSE), such that the positive effect of supervisor justice on OBSE is stronger when coworker justice is higher. OBSE is further hypothesized to transmit the interaction effect of supervisor justice and coworker justice to employees’ task performance. The hypotheses were supported by a time-lagged survey study conducted with nurses in China. Implications for group engagement model and the organizational justice literature are discussed.
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