Differential Predictions of Organizational Justice and Injustice: Contribution of Injustice in Prevention-Laden Outcomes

被引：0
作者：
Alkhadher O.H. [1 ]
Gadelrab H.F. [1 ,2 ]
机构：
[1] Department of Psychology, Faculty of Social Sciences, Kuwait University, P.O. Box 68168, Shuwaikh, Kuwait, Keifan
[2] Department of Educational Psychology, Faculty of Education, Mansoura University, Mansoura
来源：
Trends in Psychology | 2024年 / 32卷 / 4期
关键词：
Commitment; Distractions; Hostility; Injustice; Job satisfaction; Job stress; OCB; Organizational justice;
D O I：
10.1007/s43076-022-00248-6
中图分类号：
学科分类号：
摘要：
The distinction between justice and injustice has gained more interest recently. Voices have been raised to clarify the possible distinction between them. The main goal of the paper is to investigate the importance of injustice over the use of justice alone when predicting prevention-laden outcomes. After reviewing the organizational justice theories and literature, we propose that justice and injustice together will be better able to explain the prevention-laden outcomes such as distractions, hostility, and job stress. A quantitative, follow-up design was used to test our study’s hypotheses. The sample of the study consisted of 1582 Kuwaiti employees used to investigate the dimensionality of justice/injustice. To further investigate our hypotheses, we followed up a random sample of 404 participants. Measures of justice/injustice in addition to relevant outcomes have been administered. EFA and CFA analyses revealed that justice and injustice were loaded in separate factors. In addition, injustice was found to be more relevant to some prevention-laden outcomes. Assessing injustice alongside justice could provide more value in explaining counterproductive outcomes than using regular rule adherence measures of justice alone. © Associação Brasileira de Psicologia 2022.
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页码：1100 / 1119
页数：19
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