Reexamining the Workplace Justice to Outcome Relationship: Does Frame of Reference Matter?

Abstract

Using a combination of self-interest and deontological theories as justification, we propose a demarcated view of workplace justice that separates justice for an individual (personal justice) and inferred assessments of justice for organizational members (third party justice). Results of two studies confirmed the appropriateness of separate justice measures and demonstrated differential effects on key criteria based on the relevancy (personal or joint) of the outcome in question. Specifically, Studies 1 and 2 found that personal justice was a better predictor of organizational commitment and turnover intentions while third party justice was more closely related to workplace cohesion (Study 1), citizenship behaviours (Study 2), and deviance behaviours (Study 2). Implications of these findings and future research needs are discussed.