Interactional Injustice Research Articles

Interactional Injustice & IWB: A moderated mediation model of PCV and PDO

The purpose of this study is to examine the effects of interactional injustice on innovative work behavior (IWB) and to test the mediating role of psychological contract violation (PCV) in this rel...

Perceptions of casino dealers toward organizational justice: Are there any gender differences?

ABSTRACTThe emphasis on equity and diversity is vital for businesses to flourish. Promoting workplace equality, essential to enhance employees' satisfaction in delivering excellent service quality, requires understanding of the perception of employees as well as the problems they face. This study examines whether gender equality exists among frontline casino employees, the degree to which inequality is experienced and the consequence of such perceptions, through face-to-face, in-depth interviews with the dealers in Macao. The theory of organizational justice is adopted. Results revealed that perceived inequality and injustices were stronger among the male dealers. Male dealers perceived stronger distributive and procedural injustices than females, while female dealers perceived stronger interactional injustice than males. The perceived injustices resulted in various negative work attitudes among employees. Recommendations to improve work attitudes and counterbalance the inequities are proposed.

The underlying mechanism between perceived organizational injustice and deviant workplace behaviors: Moderating role of personality traits

This study tested the mediating role of outward focussed negative emotions (anger) on the direct relationships between perceived injustice (distributive, procedural and interactional) and deviant workplace behaviors directed towards organization (DBO), and deviant workplace behaviors directed towards individuals (DBI). The study further theorized that dispositional variables (agreeableness and neuroticism) will moderate injustice perceptions-emotions-deviant behaviors relationships. Survey data were collected from employees of UWV (Employee Insurances Implementing Agency) Netherlands. Confirmatory factor analysis and mediation analyses were used for testing the hypothesized model of this study. Analyses revealed that there is an adequate fit between the data and the tested model. According to the expectations, a positive relationship was found between outward focussed negative emotions (anger) and deviant workplace behaviors (DBO and DBI). In addition, the analysis further showed that anger fully mediated the positive relationships between perceived distributive and interactional injustice and deviant workplace behaviors (DBO and DBI). However, the direct positive relationship between procedural injustice and deviant workplace behaviors (DBO) was partially mediated by anger. The interaction between anger and dispositional traits (agreeableness and neuroticism) on deviant behaviors was also significant. Study limitations and practical implications are discussed.

The challenges of structural injustice to reconciliation: truth and reconciliation in Canada

ABSTRACTLu’s distinction between interactional and structural injustice helps to clarify both the normative significance and some of the shortcomings of recommendations adopted by Canada’s Truth and Reconciliation Commission (TRC). At the same time, the TRC highlights three challenges to addressing structural injustice in the context of reconciliation.

Responsibility for structural injustice

ABSTRACTFollowing Iris Marion Young, Catherine Lu allocates responsibility for transforming unjust global structures to the agents who participate in perpetuating and reproducing those structures. She also adopts Young’s qualitative distinction between the ‘liability’ and ‘social connection’ models of responsibility, reserving the first for interactional injustice where identifiable victims and perpetrators are involved, and the second for structural injustice where unjust outcomes emerge without any identifiable wrongdoers. This article’s argument is that Young’s and Lu’s specific allocation of the burden for transforming unjust global structures makes sense only if we reject the notion of a qualitative distinction between two models of responsibility and acknowledge instead that there is continuity in the conceptual tools available for thinking about responsibility for both interactional and structural injustice.

Responsibility, Structural Injustice, and Structural Transformation

ABSTRACTThis author’s reply responds to five main issues raised by the commentators. The first two issues regard the concept of structural injustice and agents’ responsibility for it. What kind of responsibility is generated by structural injustice? How is it distinct from responsibility related to the liability of agents for interactional injustice? Addressing these issues requires clarifying how my understanding of structural injustice draws on and differs from Iris Marion Young’s account. A third issue addressed in this reply regards the question of what institutional and structural reforms or initiatives would promote emancipatory versus regressive responses to structural injustice. This question is particularly sharp in the case of redressing the injustice and alienation of settler colonial social structures on Indigenous peoples. A fourth issue relates to the question of what useful role states and international law, especially human rights law, may play in making progress towards eliminating various forms of structural injustice, such as those related to gender oppression. This response will finally address a fifth issue about reconciliation as a regulative ideal, and whether my conception of reconciliation as non-alienation of various kinds invites a tragic reading of the pursuit of reconciliation in politics.

Power, interactional justice, and hard influence tactics: Evidence from China and USA

We investigated how an individual's perception of interactional injustice interacts with a target's position power in determining that individual's decision to use hard influence tactics, and if this choice is influenced by the cultural factor of power distance. Our hypothesis was that China's high-power-distance culture, in which a target is in a position in which he or she possesses a high degree of power, would deter mistreated individuals from using hard influence tactics as retaliation, whereas in the USA, where high power distance is less common, positional power would not have this effect. Participants were 415 and 311 managers, respectively, in China and the USA. Our results supported the hypotheses, suggesting that the cultural factor of power distance is a deciding factor in people's consideration of whether or not to use hard influence tactics in reaction to the mistreatment from targets who hold a high degree of position power.

The Mediating Effects of Interactional Injustice on the Relationship between Face-Threatening Behavior of Supervisors and Organizational Silence

The Mediating Effects of Interactional Injustice on the Relationship between Face-Threatening Behavior of Supervisors and Organizational Silence

Perceived unfairness in teacher-student conflict situations: students’ point of view

Abstract Student perceptions of injustice in the classroom can evoke destructive behavior, resistance, deception, aggression, and conflict escalation. Our study explores student experiences of unjust teacher behavior in educational settings. Students (N=99) were asked to remember a conflict they experienced during their studies. The conflict descriptions (N=78) were analysed and grouped according the type of perceived injustice (distributive, procedural, interactional) and 22 issues of unfair behaviour (Mikula et al., 1990). Our study revealed that perceived unfair grading, power demonstrations, and accusation were the most important predictors of teacher-student conflicts. Moreover students reported they experienced interactional injustice more frequently than they experienced distributive or procedural injustice.

Perception of Injustice, Job Insecurity and Workplace Bullying: The Moderating Role of Self-Control

Bullying in the workplace is a widespread phenomenon, which stems from bad behavior that affects both workers and organizations. Prior studies have highlighted the negative impact of workplace bullying on the health of the victims and the performance of the organization. The aim of this study is to examine the moderating role of self-control on the relationship between perception of injustice (distributive, procedural, interactional) and perception of job insecurity on workplace bullying. The researcher used a cross-sectional survey among convenience sample comprising 273 nurses working in five private hospitals in Amman, Jordan. The analysis finds a significant relationship between perception of distributive injustice and perception of interactional injustice and workplace bullying. In addition, the findings reveal that self-control moderates the relationship between perception of distributive injustice and workplace bullying. It is hoped that the findings of this study can help nurses, supervisors, and hospital managers to better understand the important effect of self-control in mitigating workplace bullying behavior.

Are organizational justice rules gendered? Reactions to men's and women's justice violations.

Research has shown that gender role prescriptions can bias reactions to men's and women's work behaviors. The current work draws upon this idea and extends it to consider violations of procedural and interactional justice rules. The results of four experimental studies demonstrate that men and women receive differential performance evaluation ratings and reward recommendations when they violate those organizational justice rules that coincide with the content of prescriptive gender stereotypes. Specifically, women were rated less favorably than men when they exhibited interactional injustice (Study 1 and Study 4), but not when they engaged in procedural injustice (Study 2). Findings also indicate that interactional justice violations (e.g., being impolite, not caring about the well-being of subordinates), but not procedural justice violations, are deemed less acceptable for female managers than male managers (Study 3). Overall, the findings suggest that reactions to injustice can be influenced by expectations of how men and women should behave. (PsycINFO Database Record

The buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage

The purpose of the present research was to examine the buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage. The present research proposed the moderated mediation model in which perceived interactional injustice from the other party in conflict situations has an effect on relationship damage via residual emotion, and the strength of the mediation effect is weakened by the experience of positive emotion. Results from a sample of 215 participants showed that the strength of the mediated effects of perceived injustice on relationship damage through residual emotion was weaker at higher levels of positive emotion than at lower levels of positive emotion. These findings support the buffering effects of positive emotion on the relationship between perceived injustice in conflict and relationship damage, suggesting that the experience of positive emotion can serve as a protective factor against the negative effect of interpersonal conflict on relationship maintenance. The discussion focuses on implications of the findings in terms of conflict management, limitations and suggestions for future research.

The Buffering Effects of Positive Emotion on The Relationship between Interpersonal Conflict and Relationship Damage: A Moderated Mediation Study

The purpose of the present research was to examine the buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage. The present research proposed the moderated mediation model in which perceived interactional injustice from the other party in conflict situations has an effect on relationship damage via residual emotion, and the strength of the mediation effect is weakened by the experience of positive emotion. Results from a sample of 215 participants showed that the strength of the mediated effects of perceived injustice on relationship damage through residual emotion was weaker at higher levels of positive emotion than at lower levels of positive emotion. These findings support the buffering effects of positive emotion on the relationship between perceived injustice in conflict and relationship damage, suggesting that the experience of positive emotion can serve as a protective factor against the negative effect of interpersonal conflict on relationship maintenance. The discussion focuses on implications of the findings in terms of conflict management, limitations and suggestions for future research.

Social Exclusion, Mental Health, Disadvantage and Injustice

Social exclusion is a global multi-dimensional phenomenon that highlights the need for an extended inclusionary attitude in society. The present paper discusses some under-explored components of social exclusion. The major features of social exclusion as laid out in diverse approaches are described. The ways in which exclusion of the mentally ill and disabled, a relatively neglected group, differs from other forms of exclusion are examined. Attention is drawn to the relationship between social exclusion, disadvantage, deprivation and injustice. It is pointed out that poverty, disadvantage and deprivation may lead to social exclusion, but these factors alone do not constitute the dynamics of exclusion. The bilateral relationship between mental health/ill-health and exclusionary factors is discussed, taking into account elements such as stigmatisation, ‘othering’ or ‘otherness’. The injustice aspect of social exclusion is emphasised, and a case is made for redressal of distributive, procedural and interactional injustice with regard to the mentally ill as well as other excluded groups. A different approach is required in the case of the mentally ill and disabled as an excluded group, with greater action-orientation in policy-making. The discussion concludes with the view that remedying the problem of social exclusion in Indian society needs a multidisciplinary approach, with a focus on ‘ the people as the core’.

Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Summary Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well-being. We articulate how formalized emotion display requirements limit self-determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self-undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.

Exploring the impact of workplace cyberbullying on trainee doctors.

Workplace bullying is an occupational hazard for trainee doctors. However, little is known about their experiences of cyberbullying at work. This study examines the impact of cyberbullying among trainee doctors, and how attributions of blame for cyberbullying influence individual and work-related outcomes. Doctors at over 6 months into training were asked to complete an online survey that included measures of cyberbullying, blame attribution, negative emotion, job satisfaction, interactional justice and mental strain. A total of 158 trainee doctors (104 women, 54 men) completed the survey. Overall, 73 (46.2%) respondents had experienced at least one act of cyberbullying. Cyberbullying adversely impacted on job satisfaction (β = - 0.19; p < 0.05) and mental strain (β = 0.22; p < 0.001), although attributions of blame for the cyberbullying influenced its impact and the path of mediation. Negative emotion mediated the relationship between self-blame for a cyber-bullying act and mental strain, whereas interactional injustice mediated the association between blaming the perpetrator and job dissatisfaction. Acts of cyberbullying had been experienced by nearly half of the sample during their training and were found to significantly relate to ill health and job dissatisfaction. The deleterious impact of cyberbullying can be addressed through both workplace policies, and training for trainee doctors and experienced medical professionals.

Different Interactional Injustice, Different Organizational Remedy? Evidence from China

We conducted two studies in which we examined the contingent relationships among interactional injustice, workplace aggression, and organizational remedy. In the field study (Study 1) involving 192 full-time employees in Mainland China we found that different types of interactional injustice had very different effects in terms of the form of workplace aggression triggered. In the experimental study (Study 2) with 189 graduate and undergraduate students at 2 Chinese universities, the results revealed that the effectiveness of the organizational remedy in mitigating workplace aggression depended on the matching of the type of remedy offered by the organization or its agents with the type of interactional injustice the aggrieved employee perceived that he or she had suffered. Theoretical and practical implications are discussed.

The Research on Correlation among CPB, NE and Customer's Interactional Injustice

The negative actions of the customers and staff-the customer's interactional injustice and CPB are important in corporation. Through Questionnaire survey about 420 employees, this paper researches the relationship among the CPB, NA and customers interactional injustice. These research results not only provide a powerful support for the pressure source-mood theories, but also give a good view and basis of the research for follow-up study. At the same time, they are also an important reference value for enterprise management practices.

Effects of Organizational Injustice on Negative Behaviors of Employees: Focusing on the Mediating Effect of Trust

Purpose: The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. Methods: A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. Results: Procedural injustice (β=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(β=-.15, p<.001) and distributive injustice(β=-.14, p<.001). For supervisor trust, both procedural (β=-.11, p=.006) and interactional (β=-.63, p<.001) injustice had a negative effect. While supervisor trust (β=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (β=-.21, p<.001), supervisor trust (β=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. Conclusion: To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.

The relationship between injustice and crime: A general strain theory approach

PurposeConnect General Strain Theory (GST) and the organizational justice literature by examining how different types and combinations of major forms of injustice (distributive, procedural, and interactional), and resultant anger, may increase the likelihood that individuals respond to strain with crime. MethodLogit and OLS regressions are used to analyze survey data obtained from a vignette that was randomly assigned to a sample of undergraduates. The vignette presented a distributive injustice and manipulated the additional presence of procedural and interactional injustice. Respondents rated their likelihood of intending to engage in a violent act and a non-violent deviant act. ResultsAs expected, multiple types of injustice foster the intention of responding to injustice with crime. In addition to a distributive injustice, the presence of procedural injustice predicts violence, while interactional injustice predicts excessive drinking. Moreover, anger mediates the injustice-crime relationship, although this effect is more substantial for the association between procedural injustice and violence. ConclusionsThe relationship between injustice and crime is complex. Different forms of injustice can affect the propensity for crime through anger. Further research is encouraged to identify the criminogenic potential of certain types of combinations of injustice on the experience of negative emotions and crime.