Retaliation in the workplace: The roles of distributive, procedural, and interactional justice

Abstract

[Correction Notice: An Erratum for this article was reported in Vol 82(6) of Journal of Applied Psychology (see record 2023-18019-001 ). In the original article, information was omitted from Table 3 on page 439. Under the heading "Step 2: Two-way interactions”, the following should be included: Interaction of DJ X IJ; B = 1.01, SE = 0.30, ß = 5.27***, ΔS2=.01*”. The correct information is provided in the erratum.] The authors investigated the relationship between organizational justice and organizational retaliation behavior —adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low interactional and procedural justice. The 2-way interaction of distributive and procedural justice was observed only at a low level of interactional justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice. (PsycInfo Database Record (c) 2025 APA, all rights reserved)