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How does procedural justice climate influence individual outcomes? An affective perspective

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  • Xiaowan Lin

Abstract

This study explored how procedural justice climate influences an individual’s attitudes and behavior from an affective perspective. I tested my hypotheses on a sample of 364 employees from 63 work units in China. The results showed that procedural justice climate was related to group affective tone and explained additional variance in individual affect beyond the variance explained by individual perceptions of justice. In support of the arguments related to the role of emotional contagion in this process, individual differences in susceptibility to emotional contagion moderated the relationship between procedural justice climate and individual affect. Specifically, the positive relationship of procedural justice climate with individual positive affect and its negative relationship with individual negative affect were stronger for individuals with high rather than low susceptibility to emotional contagion. Task interdependence also strengthened the relationship between procedural justice climate and positive affective tone at the group level. Finally, the results supported the hypotheses for indirect relationships between procedural justice climate and individual outcomes, including job satisfaction, turnover intention, and knowledge sharing, via individual affect and group affective tone. Copyright Springer Science+Business Media New York 2015

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  • Xiaowan Lin, 2015. "How does procedural justice climate influence individual outcomes? An affective perspective," Asia Pacific Journal of Management, Springer, vol. 32(3), pages 771-800, September.
    • Handle: RePEc:kap:asiapa:v:32:y:2015:i:3:p:771-800
    DOI: 10.1007/s10490-015-9421-4
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    2. Mingjie Zhou & Jinfeng Zhang & Fugui Li & Chen Chen, 2020. "Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility," IJERPH, MDPI, vol. 17(19), pages 1-17, September.

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