Research on organizational justice has focused almost exclusively on fairness at one point
in time. This perspective severely limits our understanding because fairness perceptions can …

Purpose Prior research has conceptualized perceived organizational support (POS) as a
stable variable over time varying from one individual to another. Nevertheless, it can be …

Although it has been argued that leader–member exchange (LMX) is a phenomenon that
develops over time, the existing LMX literature is largely cross-sectional in nature. Yet, there …

Organizational justice is an important determinant of workplace attitudes, decisions, and
behaviors. However, understanding workplace fairness requires not only examining what …

As organizational diversity becomes increasingly common, human resource departments
must learn to effectively manage heterogeneity through the development of inclusionary …

Much of organizational justice research has tended to take a static approach, linking
employees' contemporaneous justice levels to outcomes of interest. In the present study, we …

Purpose To examine whether and how temporal changes in fairness perceptions are
associated with employee attitudes beyond the influence of the current fairness perceptions …

Purpose Prior research has conceptualized workplace justice as a stable variable over time
changing from one individual to another. However, it can be assumed that perceptions of …

Organizational scholars tend to view justice and compassion as incompatible. While both
have important functions in organizational life, compassion's affective elements appear …

The ability to have polite conversation between individuals who disagree with one another
seems to be a rare quality today. Organizational justice theory may help explain why rude …