Why managers should care about fairness: the effects of aggregate justice perceptions on organizational outcomes.
This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings.
Simons
Tony
T
School of Hotel Administration, Cornell University, Ithaca, New York 14853-6902, USA. tony.simons@cornell.edu
Roberson
Quinetta
Q
D003430:Cross-Sectional Studies; D005260:Female; D006801:Humans; D007398:Interpersonal Relations; D008297:Male; D015279:Organizational Culture; D010559:Personnel Management; D012935:Social Justice; D012938:Social Perception; D011795:Surveys and Questionnaires