Despite the growing body of empirical evidence that demonstrates interactional justice is a
key concern for people in organizations, the construct has also been at the center ofa …

There is a lack of consistent evidence that downsizing leads to improved financial
performance. Lowered commitment after painful downsizing periods is identified as an …

Due to major work disruptions caused by the coronavirus (COVID-19) pandemic,
supervisors in organizations are facing leadership challenges as they attempt to manage …

The authors conducted meta-analyses to assess (a) relations among affective, continuance,
and normative commitment to the organization and (b) relations between the three forms of …

The correlates of distributive, procedural, and interactional justice were examined using 190
studies samples, totaling 64,757 participants. We found the distinction between the three …

Matters of perceived fairness and justice run deep in the workplace. Workers are concerned
about being treated fairly by their supervisors; managers generally are interested in treating …

Organizational identification, which reflects how individuals define the self with respect to
their organization, may be called into question in the context of virtual work. Virtual work …

This paper examines how and why ongoing organizational change is experienced
emotionally on an everyday basis and identifies important consequences of such emotional …

Many researchers have used the insider–outsider distinction when discussing employment
relationships (eg, Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no …

This study tested a model of survivor reactions to reorganization, which incorporated
multiple predictors and consequences of procedural, interpersonal, and informational …