The moderating effect of personality on employees' reactions to procedural fairness and outcome favorability

Journal of Business and Psychology

Volumn 24, Issue 4, 2009, Pages 469-484

  Burnett, Meredith F ^a   Williamson, Ian O ^b   Bartol, Kathryn M ^c  

^a FLORIDA INTERNATIONAL UNIVERSITY   (United States)

^b UNIVERSITY OF MELBOURNE   (Australia)

^c UNIVERSITY OF MARYLAND   (United States)

Author keywords

Conscientiousness; Extraversion; Extrinsic rewards; Intention to remain; Intrinsic rewards; Job satisfaction; Outcome favorability; Procedural fairness

Indexed keywords

EID: 79958817522     PISSN: 08893268     EISSN: None     Source Type: Journal    
DOI: 10.1007/s10869-009-9120-6     Document Type: Article

References (71)

1. Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
2. Ambrose, M. L., & Cropanzano, R. (2003). A longitudinal analysis of organizational fairness: An examination of reactions to tenure and promotion decisions. The Journal of Applied Psychology, 88, 266-275. doi:10.1037/0021-9010.88.2.266.
3. Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23, 267-285. doi:10.1002/job.138.
4. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. doi:10.1111/j.1744-6570.1991.tb00688.x.
5. Bauer, T. N., Truxillo, D. M., Paronto, M. E., Weekley, J. A., & Campion, M. A. (2004). Applicant reactions to different selection technology: Face-to-face, interactive voice response, and computer-assisted telephone screening interviews. International Journal of Selection and Assessment, 12, 135-148. doi: 10.1111/j.0965-075X.2004.00269.x.
6. Belsky, J. (1996). Parent, infant, and social-contextual antecedents of father-son attachment security. Developmental Psychology, 32, 905-913. doi:10.1037/0012-1649.32.5.905.
7. Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107, 238-246. doi:10.1037/0033-2909. 107.2.238.
8. Bing, M. N., Stewart, S. M., Davison, H. K., Green, P. D., McIntyre, M. D., & James, L. R. (2007). An integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior. The Journal of Applied Psychology, 92, 722-744. doi:10.1037/0021-9010.92. 3.722.
9. Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human Relations, 35, 135-153. doi:10.1177/0018726 78203500204.
10. Bollen, K. A. (1989). Structural equations with latent variables. New York: Wiley. Bretz, R. D., Jr., Boudreau, J. W., & Judge, T. A. (1994). Job search behavior of employed managers. Personnel Psychology, 47, 275-301. doi:10.1111/j.1744-6570.1994.tb01725.x.
11. Brockner, J. (2002). Making sense of procedural fairness: How high procedural fairness can reduce or heighten the influence of outcome favorability. Academy of Management Review, 27, 58-76. doi:10.2307/4134369.
12. Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208. doi:10.1037/0033-2909.120.2.189.
13. Brown, D. (2009). Rewards for fairness: How much bonus is enough? Personnel Today. Sutton: Jan 27, 2009, p. 14.
14. Browne, M. W., & Cudeck, R. (1993). Alternate ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 136-162). Newbury Park, CA: Sage.
15. Champoux, J. E., & Peters, W. S. (1987). Form, effect size and power in moderated regression analysis. Journal of Occupational Psychology, 60, 243-255.
16. Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. The Journal of Applied Psychology, 89, 599-609. doi:10.1037/0021-9010. 89.4.599.
17. Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. The Journal of Applied Psychology, 86, 386-400. doi:10.1037/0021-9010.86.3.386.
18. Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. The Journal of Applied Psychology, 86, 425-445. doi:10.1037/0021- 9010.86.3.425.
19. Colquitt, J. A., & Greenberg, J. (2003). Organizational justice: A fair assessment of the state of the literature. In J. Greenberg (Ed.), Organizational behavior: The state of the science (pp. 165-210). Mahwah, NJ: Erlbaum.
20. Colquitt, J. A., Scott, B. A., Judge, T. A., & Shaw, J. C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Organizational Behavior and Human Decision Processes, 100, 110-127. doi:10.1016/j.obhdp. 2005.09.001.
21. Connell, J., Ferres, N., & Travaglione, T. (2003). Engendering trust in management-subordinate relationships: Predictors and outcomes. Personnel Review, 32, 569-589. doi:10.1108/00483480310 488342.
22. Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO Five-Factor Inventory (NEOFFI) professional manual. Odessa, FL: Psychological Assessment Resources.
23. Dineen, B. R., Noe, R. A., & Wang, C. (2004). Perceived fairness of web-based applicant screening procedures: Weighing the rules of justice and the role of individual differences. Human Resource Management, 43, 127-145. doi:10.1002/hrm.20011.
24. Edwards, J., Cable, D. M., Williamson, I. O., Lambert, L. S., & Shipp, A. J. (2006). The phenomenology of fit: Linking the person and environment to the subjective experience of person-environment fit. The Journal of Applied Psychology, 91, 802-827. doi: 10.1037/0021-9010.91.4.802.
25. Erdogan, B., Liden, R. C., & Kraimer, M. L. (2006). Justice and leader-member exchange: The moderating role of organizational culture. Academy of Management Journal, 49, 395-406.
26. Esen, E. (2004). SHRM/CNNfn Job Satisfaction Series: Job Compensation/Pay Survey Report. Society for Human Resource Management/CNNfn. Virginia: Society for Human Resource Management.
27. Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay decisions. Academy of Management Journal, 32, 115-130. doi:10.2307/256422.
28. Forret, M. L., & Dougherty, T. W. (2001). Correlates of networking behavior for managerial and professional employees. Group & Organization Management, 26, 283-311. doi:10.1177/1059601 101263004.
29. Furnham, A. (1992). Personality at work: The role of individual differences in the workplace. New York: Routledge.
30. Gardner, D. G., Van Dyne, L., & Pierce, J. L. (2004). The effects of pay level on organization-based self-esteem and performance: A field study. Journal of Occupational and Organizational Psychology, 77, 307-322. doi:10.1348/0963179041752646.
31. Gellatly, I. R. (1996). Conscientiousness and task performance: Test of a cognitive process model. The Journal of Applied Psychology, 81, 474-482. doi:10.1037/0021-9010.81.5.474.
32. Grover, S. L., & Crooker, K. J. (1995). Who appreciates familyresponsive human resource policies: The impact of family friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48, 271-288. doi:10.1111/j.1744-6570.1995.tb01757.x.
33. Haar, J., & Spell, C. S. (2003). Where is the justice? Examining workfamily backlash in New Zealand: The potential for employee resentment. New Zealand Journal of Industrial Relations, 28, 59-74.
34. Henle, C. A. (2005). Predicting workplace deviance from the interaction between organizational justice and personality. Journal of Managerial Issues, 17, 247-263.
35. Holtz, B. C., Ployhart, R. E., & Dominguez, A. (2005). Testing the rules of justice: The effects of frame-of-reference and pre-test validity information on personality test responses and test perceptions. International Journal of Selection and Assessment, 13, 75-86. doi:10.1111/j.0965-075X.2005.00301.x.
36. Jones, J. R., & Schaubroeck, J. (2004). Mediators of the relationship between race and organizational citizenship behavior. Journal of Managerial Issues, 16, 505-527.
37. Joreskog, K., & Sorbom, D. (1996). LISREL 8: User's reference guide. SSI.
38. Konrad, A. M., Corrigall, E., Lieb, P., & Ritchie, J. E. (2000). Sex differences in job attribute preferences among managers and business students. Group & Organization Management, 25, 108-131. doi:10.1177/1059601100252002.
39. Lee, C., Pillutla, M., & Law, K. S. (2000). Power-distance, gender and organizational justice. Journal of Management, 26, 685-704. doi:10.1016/S0149-2063(00)00052-0.
40. Liao, H., Joshi, A., & Chuang, A. (2004). Sticking out like a sore thumb: Employee dissimilarity and deviance at work. Personnel Psychology, 57, 969-1000. doi:10.1111/j.1744-6570.2004.000 12.x.
41. Liao, H., & Rupp, D. E. (2005). The impact of justice climate and justice orientation on work outcomes: A cross-level multifoci framework. The Journal of Applied Psychology, 90, 242-256. doi:10.1037/0021-9010.90.2.242.
42. Martell, R. F., Lane, D. M., & Emrich, C. (1996). Male-female differences: A computer simulation. The American Psychologist, 51, 157-158. doi:10.1037/0003-066X.51.2.157.
43. Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738-748. doi:10.2307/1556364.
44. Mayer, D. M., Nishii, L. H., Schneider, B., & Goldstein, H. W. (2009). The precursors and products of fair climates: Group leader antecedents and employee attitudinal consequences. Personnel Psychology, 60, 929-963.
45. McClelland, G. H., & Judd, C. M. (1993). Statistical difficulties of detecting interactions and moderator effects. Psychological Bulletin, 114, 376-390. doi:10.1037/0033-2909.114.2.376.
46. McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626-637. doi:10.2307/256489.
47. Medsker, G. J., Williams, L. J., & Holahan, P. J. (1994). A review of current practices for evaluating causal models in organizational behavior and human resources management research. Journal of Management, 20, 439-464. doi:10.1016/0149-2063(94)90022-1.
48. Meyer, J. P., Irving, P. G., & Allen, N. J. (1998). Examination of the combined effects of work values and early work experiences on organizational commitment. Journal of Organizational Behavior, 19, 29-52doi:10.1002/(SICI)1099-1379(199801)19:1\29:: AID-JOB818[3.0.CO;2-U.
49. Mischel, W. (1968). Personality and assessment. New York: Wiley.
50. Morris, J. H., Sherman, J., & Mansfield, E. R. (1986). Failures to detect moderating effects with ordinary least squares-moderated multiple regression: Some reasons and a remedy. Psychological Bulletin, 99, 282-288. doi:10.1037/0033-2909.99.2.282.
51. Mossholder, K. W., Settoon, R. P., & Henagan, S. C. (2005). A relational perspective on turnover: Examining structural, attitudinal, and behavioral predictors. Academy of Management Journal, 48, 607-618.
52. Parker, C. P., Baltes, B. B., & Christiansen, N. D. (1997). Support for affirmative action, justice perceptions, and work attitudes: A study of gender and racial-ethnic group differences. The Journal of Applied Psychology, 82, 376-389. doi:10.1037/0021-9010.82. 3.376.
53. Perlow, L. A. (1998). Boundary control: The social ordering of work and family time in a high-tech corporation. Administrative Science Quarterly, 43, 328-357. doi:10.2307/2393855.
54. Phillips, A. S., & Bedeian, A. G. (1994). Leader-follower exchange quality: The role of personal and interpersonal attributes. Academy of Management Journal, 37, 990-1001. doi:10.2307/256608.
55. Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. The Journal of Applied Psychology, 88, 879-903. doi:10.1037/0021- 9010.88.5.879.
56. Raja, U., Johns, G., & Ntalianis, F. (2004). The impact of personality on psychological contracts. Academy of Management Journal, 47, 350-367.
57. Ramamoorthy, N., & Flood, P. C. (2004). Gender and employee attitudes: The role of organizational justice perceptions. British Journal of Management, 15, 247-258. doi:10.1111/j.1467-8551. 2004.00417.x
58. Schaubroeck, J., May, D. R., & Brown, F. W. (1994). Procedural justice explanations and employee reactions to economic hardship: A field experiment. The Journal of Applied Psychology, 79, 455-460. doi:10.1037/0021-9010.79.3.455.
59. Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453. doi:10.1111/j.1744-6570.1987.tb00609.x.
60. Seers, A. (1989). Team-member exchange quality: A new construct for role-making research. Organizational Behavior and Human Decision Processes, 43, 118-135. doi:10.1016/0749-5978(89) 90060-5.
61. Seers, A., McGee, G. W., Serey, T. T., & Graen, G. B. (1983). The interaction of job stress and social support: A strong inference investigation. Academy of Management Journal, 26, 273-284. doi:10.2307/255975.
62. Shaw, J. D., Duffy, M. K., Mitra, A., Lockhart, D. E., & Bowler, M. (2003). Reactions to merit pay increases: A longitudinal test of a signal sensitivity perspective. The Journal of Applied Psychology, 88, 538-544. doi:10.1037/0021-9010.88.3.538.
63. Sherony, K. M., & Green, S. G. (2002). Coworker exchange: Relationships between coworkers, leader-member exchange, and work attitudes. The Journal of Applied Psychology, 87, 542-548. doi:10.1037/0021-9010.87.3.542.
64. Shoda, Y., Mischel, W., & Wright, J. C. (1989). Intuitive interactionism in person perception: Effects of situation-behavior relations on dispositional judgments. Journal of Personality and Social Psychology, 56, 41-53. doi:10.1037/0022-3514.56. 1.41.
65. Simons, T., & Roberson, Q. (2003). Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes. The Journal of Applied Psychology, 88, 432-443. doi:10.1037/0021-9010.88.3.432.
66. Skarlicki, D. P., Folger, R., & Tesluk, P. (1999). Personality as a moderator in the relationship between fairness and retaliation. Academy of Management Journal, 42, 100-108. doi:10.2307/256877.
67. Sweeney, P. D., & McFarlin, D. B. (1997). Process and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18, 83-98. doi:10.1002/(SICI) 1099-1379(199701)18:1\83::AID-JOB779[3.0.CO;2-3.
68. Tekleab, A. G., Bartol, K. M., & Liu, W. (2005). Is it pay levels or pay raises that matter to fairness and turnover? Journal of Organizational Behavior, 26, 899-921. doi:10.1002/job.352.
69. Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44, 621-638. doi: 10.2307/3069407.
70. Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2006). A field study of the role of big five personality in applicant perceptions of selection fairness, self, and the hiring organization. International Journal of Selection and Assessment, 14, 269-277. doi:10.1111/j.1468-2389.2006.00351.x.
71. Westerman, J. W., & Simmons, B. L. (2007). The effects of work environment on the personality- performance relationship: An exploratory study. Journal of Managerial Issues, 19, 288-305.