1. Introduction -- 2. High process fairness reduces the effect of outcome favorability (part A) -- 3. High process fairness reduces the effect of outcome favorability (part B) -- 4. High process fairness heightens the effect of outcome favorability -- 5. Accounting for both interaction effects...

The organizational literature includes a number of studies examining the relationship between satisfaction and commitment. In all, the discrepant findings characteristic of this research seem to be a function of both the range of independent variables used by researchers to model the...

This field study considered proposed relationships between perceived procedural fairness and employee reactions to a relatively novel organizational phenomenon, electronic control systems (ECSs). In a sample (N = 151) of employees, perceptions of ECSs' procedural fairness explained variance in...

Examines whether perceptions in work contexts are associated with employees' decisions to neglect their job responsibilities. Role of altruism and group cohesiveness in decisions by employees to neglect job duties; Task characteristics; Employee attitudes about job and organization;...

Someone suffering from Munchausen by proxy, a psychological disorder, fabricates or induces illness in another to win attention and praise as a caregiver. A similar pathology in the workplace leads employees to create or exaggerate problems in order to get credit for solving them. Here are some...

Using a cross-level framework, the authors hypothesized that work group cohesiveness and perceived task competence would be associated with individual group members' performance and organizational commitment. Specifically, the authors tested whether perceived task competence was positively...