An organizational field study examined the extent to which fair treatment influences organizational commitment was a function of employees levels of social self-esteem. Following recent research indicating that self-esteem acts as a moderator of procedural fairness effects, we suggested that to examine the relational assumption that self and procedures are related, one should assess the social dimension of self-esteem. In line with predictions, the results indeed showed that fair treatment (assessed by an interactional justice scale) positively influences affective commitment, but only when employees have low social self-esteem. These findings are discussed in light of research on relational models of justice and sociometer theory.

, ,,
ERIM Article Series (EAS)
Social Justice Research
Erasmus Research Institute of Management

de Cremer, D., van Knippenberg, D., van Dijke, M., & Bos, A. (2004). How Self-Relevant is Fair Treatment? Social Self-Esteem Moderates Interactional Justice Effects. Social Justice Research, 17(4), 407–419. doi:10.1007/s11211-004-2059-x