Perceptions Of Interactional Justice Research Articles

Stay or Leave: Investigating Factors Impact Crowd-Based Workers’ Platform-Based Justice Perceptions and Turnover Intentions

Crowdsourcing has emerged as a transformative business model, harnessing collective intelligence to tackle complex tasks efficiently. However, the impact of crowd-based platforms on workers’ justice perceptions is still understudied. This research delves into organizational justice perceptions among crowd-based workers, focusing on platform features that influence these perceptions as well as workers’ subsequent turnover intentions. Drawing on data collected from 364 workers across multiple platforms, findings indicate that equitable compensation policies, participative evaluation, interactive and considerate communication, and rule-based evaluation can enhance procedural, distributive, and interactional justice perceptions, which in turn, significantly reduce turnover intentions. Moreover, media richness moderates part of these relationships, strengthening the mitigating effects of justice perceptions on turnover intentions. The study contributes to understanding the dynamics of organizational justice in crowdsourcing contexts and provides insights for platform management strategies to enhance worker retention.

Customer’s social cognition in service recovery satisfaction with human vs robot agent

Purpose Service failures evoke negative customer emotions, which human agents respond to through emotional labor. In turn, customers empathize with the human agent, providing a satisfying service recovery experience. However, robot agents could replace human agents and replicate emotional labor strategies. This study addresses whether customers empathize with apologetic robot agents and how it would affect the service recovery experience. Design/methodology/approach Drawing on emotional labor, social cognition and justice theory, two online scenario-based experiments (N1 = 411; N2 = 253) were designed in which customers watched a video simulating an interaction with a human or a robot agent during a service recovery procedure. Findings Study 1 shows that robot agents handle emotionally driven service recovery interactions and prompt desirable postrecovery behaviors (e.g. brand loyalty). Study 2 identifies customers’ empathy and compassion as mediators, explaining the effect of normative empathic display on customers' perceptions of interactional justice and behavioral intentions. Practical implications Robot agents are reliable substitutes for human agents in handling service recovery procedures. Customers can empathize with robot agents, leading to satisfying service experiences. Originality/value This study demonstrates customers’ capacity to empathize with robot agents during a service recovery procedure. It is also the first application in service research of the EmpaToM experimental procedure from social neuroscience to explore the social cognition dynamic between customers and service agents at the service encounter.

How do avatar characteristics affect applicants' interactional justice perceptions in artificial intelligence‐based job interviews?

AbstractArtificial intelligence (AI)‐based job interviews are increasingly adopted in organizations' recruitment activities. Despite their standardization and flexibility, concerns about fairness for applicants remain a critical challenge. Taking a perspective on interface design, this research examines the role of avatar characteristics in shaping perceptions of interactional justice in AI‐based job interviews. Through a scenario‐based study involving 465 participants, the impact of avatar characteristics—specifically, appearance, linguistic style, and feedback informativeness—on applicants' perceptions of interpersonal justice and informational justice was investigated. The findings indicate that avatars characterized by a warm and cheerful appearance, coupled with an affective expression style and informative feedback, significantly enhance perceptions of interpersonal justice and informational justice. These insights offer valuable practical guidance for avatar design in AI‐based job interview systems.

The importance of social comparison in perceived justice during the service recovery process

PurposeThis study aims to analyse how consumers' perceptions of justice in a service recovery scenario vary, not only due to the company's actions but also due to the comparisons they make with the experiences of other consumers.Design/methodology/approachBased on justice theory, social comparison theory and referent cognitions theory, this study describes an eight-scenario experiment with better or worse interactional, procedural and distributive justice (better/worse interactional justice given to other consumers) × 2 (better/worse procedural justice given to other consumers) × 2 (better/worse distributive justice given to other consumers).FindingsFirst, consumers' perceptions of interactional, procedural and distributive justice vary based on the comparisons they draw with other consumers' experiences. Second, the results confirmed that interactional justice has a moderating effect on procedural justice, whereas procedural justice does not significantly moderate distributive justice.Originality/valueFirst, based on justice theory, social comparison theory and referent cognitions theory, we focus on the influence of the treatment received by other consumers on the consumer's perceived justice in the same service recovery situation. Second, it is proposed that the three justice dimensions follow a defined sequence through the service recovery phases. Third, to the best of the authors' knowledge, this study is the first to propose a multistage model in which some justice dimensions influence other justice dimensions.

The Association Between Organizational Justice and Organizational Trust Among Correctional Staff

This study employed organizational justice theory to examine the influence of employee perceptions of distributive, procedural, and interactional justice on whether employees trust their supervisors and management. Analysis of survey results from 322 employees of a state prison located in the Southern United States indicate that procedural and interactional justice—but not distributive justice—predict employee trust in both supervisors and management. These findings present important policy implications that suggest that the employing organization would benefit from having mechanisms in place to ensure that decisions follow consistent rules and strategies. Considering the relevance of employee trust to the organization, transparency in the use of pre-determined standards to allocate resources and rewards fairly needs to become a priority in institutions of corrections.

The configurational effects of artificial intelligence-based hiring decisions on applicants' justice perception and organisational commitment

PurposeThis study aims to investigate the configurational effects of five rules – artificial intelligence (AI)-based hiring decision transparency, consistency, voice, explainability and human involvement – on applicants' procedural justice perception (APJP) and applicants' interactional justice perception (AIJP). In addition, this study examines whether the identified configurations could further enhance applicants' organisational commitment (OC).Design/methodology/approachDrawing on the justice model of applicants' reactions, the authors conducted a longitudinal survey of 254 newly recruited employees from 36 Chinese companies that utilise AI in their hiring. The authors employed fuzzy-set qualitative comparative analysis (fsQCA) to determine which configurations could improve APJP and AIJP, and the authors used propensity score matching (PSM) to analyse the effects of these configurations on OC.FindingsThe fsQCA generates three patterns involving five configurations that could improve APJP and AIJP. For pattern 1, when AI-based recruitment with high interpersonal rule (AI human involvement) aims for applicants' justice perception (AJP) through the combination of high informational rule (AI explainability) and high procedural rule (AI voice), there must be high levels of AI consistency and AI voice to complement AI explainability, and only this pattern of configurations can further enhance OC. In pattern 2, for the combination of high informational rule (AI explainability) and low procedural rule (absent AI voice), AI recruitment with high interpersonal rule (AI human involvement) should focus on AI transparency and AI explainability rather than the implementation of AI voice. In pattern 3, a mere combination of procedural rules could sufficiently improve AIJP.Originality/valueThis study, which involved real applicants, is one of the few empirical studies to explore the mechanisms behind the impact of AI hiring decisions on AJP and OC, and the findings may inform researchers and managers on how to best utilise AI to make hiring decisions.

A Theoretical Exploration of Teacher Credibility and Immediacy as Influential Factors in Learning and Teaching

This review study aims to fill a research gap by examining the role of two critical teacher interpersonal behaviors, immediacy and credibility, based on existing evidence. By analyzing the available literature, this study will offer valuable insights for educators, policymakers, and researchers in the field of language education. The empirical and theoretical evidence presented in this review study unequivocally demonstrates the importance of teacher credibility and immediacy in shaping EFL learners' perceptions of classroom justice. These factors significantly impact learners' understanding and evaluation of distributive, interactional, and procedural justice, profoundly influencing their overall satisfaction and engagement in the educational process. Furthermore, the study highlights that teacher credibility is a strong predictor of learners' perceived cognitive, affective, and behavioral learning in the classroom, while teacher immediacy predicts students' perception of interactional justice. Lastly, the review examines the impact of both nonverbal and verbal teacher credibility on learning outcomes.

Breach not only affects you: the influence of coworker psychological contract breach by the supervisor on third-party perceptions of supervisor interactional justice

Understanding and effectively responding to employee psychological contract (PC) breach is a critical task for human resource (HR) managers. Drawing on social information processing theory and the deontic theory of justice and using two separate studies, Study 1 (an experiment) and Study 2 (a two-wave field study), the study proposes and tests a conceptualization that helps to explicate the implications of PC breach from the perspective of the third-party employee. Specifically, supporting our hypotheses, we found that when a third-party observer perceives a coworker’s PC breach perpetrated by their common focal supervisor that this negatively influences the third-party’s perceptions of the supervisor’s interactional justice (i.e., both interpersonal and informational) and that such a relationship is moderated by the extent of the third-party’s guanxi with the supervisor. Moreover, our findings further reveal that when a third-party observer with high guanxi with the supervisor also has a high power distance orientation (PDO), that the negative effects associated with the perceived coworker PC breach will be weakened. The study not only responds to scholars’ calls but it improves understanding of how the relational context may distort third-party perceptions of social treatment and justice-related behavior. Implications to theory, practice, and future research are discussed.

Attachment, stress and interactional justice

PurposeThis paper aims to examine how individuals' attachment dispositions relate to interactional justice perceptions, how work stressors moderate this association, and how together they associate with attitudes (satisfaction, turnover intention, commitment) and citizenship behaviors at work.Design/methodology/approachSurvey data were used in an observed variable path analysis examining mediation by interactional justice and moderation by stressors on the associations between attachment dimensions and work outcomes.FindingsAttachment avoidance was negatively related to interactional justice perceptions and attachment anxiety was also negatively related to interactional justice perceptions, but only under conditions of higher work stressors. Interactional justice mediated the associations between attachment avoidance and work outcomes, and between the interaction of attachment anxiety and work stressors on work outcomes.Practical implicationsThese findings are particularly relevant to multiple aspects of HR practice, including performance feedback, managing stressors, building resilience, reward allocation and recognition, designing wellness programs and other aspects of human resource management.Originality/valueThis research goes beyond contextual predictors of justice perceptions and demonstrates that jointly considering attachment dimensions and work stressors uniquely contributes to understanding the formation of justice perceptions and their combined influence on work attitudes and behavior.

The roles of outcome and race on applicant reactions to AI systems

Practitioners have embraced the use of Artificial Intelligence (AI) systems for employee recruitment and selection. However, studies examining applicant reactions to AI have been exclusively vignette-based with no perceived outcome associated with the decision and also have not considered demographic differences in AI evaluator perceptions. We employed an experimental design wherein type of evaluator (AI vs human) and the selection decision (acceptance vs rejection) were manipulated and participants were led to believe they would receive different outcomes based on the selection decision. The results showed more negative interactional justice perceptions for AI evaluators. Further, interaction analyses revealed that being rejected by AI had a negative impact on certain procedural and general justice perceptions. We compared Black and White applicants on these perceptions, finding that the negative impact of being rejected by AI was particularly strong for Black applicants in terms of their general justice perceptions. Theoretical and practical implications are discussed.

Impact of organizational justice and manager's mental health on staff nurses’ affective commitment: A multilevel analysis of the work environment of hospital nurses in Japan-Part II (WENS-J-II)

BackgroundNursing shortage is a global and priority issue. Affective commitment has been identified as a key to retention in the workplace. Exploring the way to promote the nurse's affective commitment is necessary to maintain the nursing workforce and care quality. The staff nurse's organizational justice (procedural and interactional justice) and the manager's condition of mental health have the potential to be related to the staff nurse's affective commitment. ObjectiveTo explore the impact on the nurse's affective commitment from procedural and interactional justices at individual and unit levels and the manager's mental health. DesignA multi-site longitudinal design. Setting(s)Nine Japanese hospitals with more than 200 beds and located in an area with more than 150,000 people. Participants385 staff nurses and their 42 nurse managers who completed both surveys in 2016 and 2017. MethodsWe analyzed the data from a two-year national survey of the Work Environment for hospital Nurses in Japan part II. Nurse staff and their managers completed the surveys. This multilevel analysis performed four random intercept models on affective commitment and entered the variables of procedural and interactional justices and manager mental health into the models. ResultsThe staff nurse's affective commitment was positively associated with procedural justice climate (unit level), interactional justice climate (unit-level), and the perception of interactional justice (individual justice). The manager's mental health (psychological distress) had a negative relationship with affective commitment. ConclusionsThe climates of procedural and interactional justice, the individual perception of interactional justice, and the manager's mental health impacted the nurses’ affective commitment as a predictor of retention. Moreover, the perception of interactional justice and the organizational contexts (organizational justice climates and managers’ psychological distress) were mediated by affective commitment. Thus, support to maintain the manager's mental health is required to promote staff's affective commitment related to retention. RegistrationNone. Tweetable abstractNurse staff's affective commitment was stimulated by interactional justice, two types of organizational justice climate, and the manager's mental health.

Narcissistic rivalry and admiration and knowledge hiding: mediating roles of emotional exhaustion and interpersonal trust

PurposeDrawing on threatened egoism theory, tournament theory and the extended agency model of narcissism, this paper aims to compare the effects of two different forms of grandiose narcissism of employees, namely, narcissistic rivalry (NR) and narcissistic admiration (NA), on knowledge hiding (HIDE), and investigate the potential mediating mechanism and boundary conditions.Design/methodology/approachBased on a three-wave survey of 296 participants recruited from six high-tech enterprises in China, the paper tests the proposed model by performing partial least squares structural equation modeling and a bias-corrected bootstrapping procedure.FindingsThe results indicate that NR facilitates knowledge hiding, while NA inhibits employees’ knowledge-hiding behavior. Emotional exhaustion plays a significant mediating role between NR and HIDE, and interpersonal trust negatively mediates the relationship between NA and HIDE. Moreover, interactional justice perception not only weakens the positive correlation between NR and emotional exhaustion but also weakens the indirect influence of NR on HIDE via emotional exhaustion. On the contrary, interactional justice perception strengthens the impact of NA on interpersonal trust, thus enhancing the mediating effect of NA on HIDE.Originality/valueThe present study expands the literature on knowledge management by addressing the underlying paradoxes of grandiose narcissistic employees’ HIDE behavior based on different connotations of narcissism and revealing the intervening mechanism with interactive justice perception as the moderator.

Psychosocial work environment as a dynamic network: a multi-wave cohort study

While characteristics of psychosocial work environment have traditionally been studied separately, we propose an alternative approach that treats psychosocial factors as interacting elements in networks where they all potentially affect each other. In this network analysis, we used data from a prospective occupational cohort including 10,892 participants (85% women; mean age 47 years) and repeated measurements of seven psychosocial work characteristics (job demands, job control, job uncertainty, team climate, effort-reward imbalance, procedural justice and interactional justice) assessed in 2000, 2004, 2008 and 2012. Results from multilevel longitudinal vector autoregressive models indicated that job demands as well as interactional and procedural justice were most broadly associated with the subsequent perceptions of the work-related psychosocial factors (high out-Strength), suggesting these factors might be potentially efficient targets of workplace interventions. The results also suggest that modifying almost any of the studied psychosocial factors might be relevant to subsequent perceptions of effort-reward imbalance and interactional justice at the workplace.

How effective is expressive? Consumer perceptions of new vernacular features in Facebook webcare responses

We investigate how intensifying (e.g. deliberate repetition of punctuation symbols) and non-intensifying (e.g. emoji or chatspeak abbreviations) new vernacular features in responses to consumer complaints on corporate Facebook pages influence perceptions of conversational human voice, interactional justice and corporate credibility, and whether company type and new vernacular usage in the complaint itself moderate these effects. We carried out a 3 (new vernacular features in response: absent, intensifying, non-intensifying) × 2 (new vernacular features in complaint: absent, present) × 2 (company type: progressive, traditional) between-subjects experiment with 718 Flemish consumers. Findings show that organisational responses containing non-intensifying features generate equally positive ratings as those without new vernacular. This points towards an extended norm of appropriate language use in webcare, i.e. adherence to (somewhat informal) Standard Dutch, but with some room for non-intensifying new vernacular. Intensifying expressive compensation strategies, however, negatively impacted conversational human voice, interactional justice and corporate credibility perceptions. The effect on the latter two is mediated to a certain extent by the perceived appropriateness of these features, highlighting the importance of Language Expectancy Theory and Role Theory as underlying frameworks in this field. No clear moderation of company type or new vernacular usage in the consumer complaint was observed.

Outcomes of talent identification in economically liberalized India: Does organizational justice matter?

Organizations in economically liberalized India face substantial challenges regarding the engagement and turnover of talent. By exploring the outcomes of the firm-level management practice of talent identification, we uncover the effects of identifying valuable employees as high potential. Adopting an organizational justice lens, we consider the social exchange consequences of talent identification for those identified either as high potential or non-high potential, examining how perceived organizational justice moderates the relationship with employee engagement/turnover intention. Based on data from 331 employees in two large organizations in India, perceptions of distributive, procedural, and interactional justice in this highly competitive labor market are found to moderate the relationship between talent identification and work engagement, while distributive justice moderates the relationship with employee turnover intention. The study identifies novel conditions under which talent identification might avoid the negative outcomes associated with an exclusive approach to talent management, commonly adopted in Indian organizations.

The Enactment of Classroom Justice Through Explicit Instruction: Deciphering the Changes in English as a Foreign Language Teachers' Perceptions and Practices.

This mixed methods research study investigated if explicit instruction could affect EFL teachers’ perceptions and practices of classroom justice considering its three-dimensional conceptualization based on the social psychology theories of justice, encompassing the distributive, interactional, and procedural justice. To this end, 77 Iranian English as a Foreign Language (EFL) teachers, chosen through maximum variation sampling, attended a four-session online justice-training course. The data were collected both before and after the course intervention through close- and open-ended questionnaires. Quantitative data analysis results, obtained through running paired samples t-tests and Wilcoxon signed ranks tests, indicated that except for the distributive component, the treatment was effective in significantly enhancing the Iranian EFL teachers’ procedural, interactional, and total classroom justice perceptions. Content analysis of the posttest qualitative data, done through MAXQDA, revealed that the participants approved the course usefulness, its significance, and uses of justice enactment strategies in their classroom. Furthermore, they confirmed positive changes in their conceptions and practices of justice because of attending the course and showed enthusiasm in attending more such courses in the future. The convergence of the quantitative and qualitative results in this study demonstrated the effectiveness of the justice-oriented training course for enhancing EFL teachers’ just classroom behaviors. Hence, the results would be fruitful for teacher educators aiming to promote the pre- and in-service EFL teachers’ professional effectiveness through explicit instruction on classroom justice and its use in teacher education programs.

Examining buyers' negative word-of-mouth intentions following suspected salesperson transgressions

Our understanding of the factors that motivate business-to-business (B2B) buyers' negative word-of-mouth (NWOM) intentions in response to a suspected salesperson transgression and subsequent recovery effort is limited. This is surprising given the frequency with which salesperson transgressions occur and the ease with which buyers can disseminate their resulting dissatisfaction through NWOM. We address this shortcoming across two studies. In the first study, we examine buyers' NWOM intentions in response to a supplier transgression and recovery attempt. Consistent with suspicion theory and the idea that buyers have limited information when confronting these situations, we find that buyers' NWOM intentions are higher following the commission of a suspected transgression by a selling-oriented as opposed to customer-oriented salesperson. However, we also find that while salesperson-led recovery efforts result in no difference in NWOM intentions across the two types of salespeople, manager-led recovery efforts result in significantly greater NWOM intentions for selling-oriented salespeople. In the second study, we replicate these findings while also demonstrating that buyers' interactional justice perceptions mediate this process. We discuss the theoretical and managerial implications arising from these findings, while also presenting avenues for future research in the area.

Job Insecurity and Employees' Taking Charge Behaviors: Testing a Moderated Mediation Model.

Given the rapid changes in current technologies, business models, and work environments, organizations and managers increasingly rely on their employees’ proactive behaviors, such as taking charge, to gain competitive advantages. Taking charge involves a range of risky and future-oriented behaviors, and it requires employees to work hard to achieve them in the future. For employees with high job-insecurity, their job continuity in the future is threatened. Thus, they may not be willing to take risks to do additional work that is “future-oriented”. To our knowledge, the effect of job insecurity on employees’ taking charge has rarely been studied. As a result, the purpose of our study is to investigate whether, how, and when job insecurity will influence taking charge. Drawing on the conservation of resources theory and proactive motivation model, we develop a theoretical model. Moreover, we employed a multi-wave and multi-source survey to test our predictions. Based on the data from 194 full-time employees paired with their direct supervisors, the results provided consistent support for the proposed hypotheses. Specifically, the results indicate that job insecurity prohibits employees’ taking charge behaviors through deteriorating their work engagement. Furthermore, employees’ perception of interactional justice moderates the negative influence of job insecurity on their work engagement and, consequently, their taking charge behaviors. Theoretical and practical implications are discussed.

Demographic Characteristics and Job Satisfaction: The Mediation Role of Organisational Justice Perceptions in Public and Private Sector Health Organisations in Nigeria

The health sector is of critical importance to the wellbeing of the labour force, dependent demographic structure and life expectancy for economic development. Effective and efficient health care delivery is of a prime focus among stakeholders in the health sector in Nigeria. The current status of the health sector is fraught with industrial unrest and picketing following the failure of the government to meet the expectation of workers. Employee work-related attitude of job satisfaction, distributive, procedural and interactional justice perceptions of health workers in part play a key role to attaining quality health care. However, a large number of factors are responsible for job satisfaction of health professionals. In this paper, the nexus between demographics and job satisfaction is examined as well as the mediating role of organisational justice perceptions of workers in public and private healthcare institutions in Nigeria. Demographics of age, gender, education, job experience were considered with respect to overall job satisfaction and organisational justice. The study is grounded in the equity theoretical foundation of Adams in 1965. An analytical descriptive survey design was adopted in this study. A sample of 300 employees from private (150 workers) and public (150 workers) health care institutions were selected for the study through the use of a stratified random sampling procedure. The data were collected from self-report of workers via the administration of a structured questionnaire to employees. The numeric scores were determined from the summated scales of job satisfaction and organisational justice. The data were analysed with multivariate regression and structural equation modelling. From the analysed data, the study found that gender and job tenure were significant predictors of distributive justice, procedural justice and extrinsic job satisfaction while organisational justice had a significant effect on job satisfaction. In terms of the indirect effects, organisational justice mediated the relationships between gender, job tenure and overall job satisfaction. Consistent with the findings of the study, all health professionals should be treated on the basis of fairness without discrimination irrespective of status and professional dichotomy. Accordingly, the study recommended that the health care workforce who play managerial roles should ensure fairness and consider job tenure and gender in the formulation of policy frameworks for the overall job satisfaction of employees.

THE DARK TRIAD AND PERCEPTIONS OF ORGANISATIONAL JUSTICE AMONG TEACHING STAFF IN PRIVATE HIGHER EDUCATION

<p>The main purpose of this study was to examine the relationship between The Dark Triad components (Machiavellianism, Narcissism, and Psychopathy), and perceptions of the different organisational justice dimensions (distributive, procedural, and interactional) among teaching staff in private higher education. The sample included 277 participants (106 male, 171 female) aged 23 to 65. Self-report data were collected online using the Short Dark Triad, and The Organisational Justice Perceptions Questionnaire. Results have shown significant gender differences in the perception of organisational justice. Psychopathy was negatively related to the perception of distributive, procedural, and interactional justice only in men. Narcissism uniquely positively predicted distributive, procedural, and interactional justice in women. Machiavellianism showed no significant effects on perceptions of organisational justice dimensions in both men and women, which suggests that Machiavellianism operates similarly across gender regarding organisational justice. The positive effect of narcissism on the perception of procedural and interactional justice was more pronounced when associated with low Machiavellianism, which indicates that Machiavellianism indirectly negatively affects the perception of organisational justice. The results highlight the importance of including dark traits in explaining the perception of organisational justice.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0950/a.php" alt="Hit counter" /></p>