Abstract
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.
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De Cremer, D., van Knippenberg, D., van Dijke, M. et al. How Self-Relevant is Fair Treatment? Social Self-Esteem Moderates Interactional Justice Effects. Soc Just Res 17, 407–419 (2004). https://doi.org/10.1007/s11211-004-2059-x
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DOI: https://doi.org/10.1007/s11211-004-2059-x