Author
Listed:
- Constanze Eib
(Department of Psychology, Uppsala University, Sweden; Department of Management and Organization, Stockholm School of Economics, Sweden)
- Johnny Hellgren
- Helena Falkenberg
- Magnus Sverke
(Department of Psychology, Stockholm University, Sweden)
Abstract
There is often a gap between what managers perceive they do in terms of fairness (managers’ justice enactment perceptions) and how fairly employees feel treated by their supervisor (employees’ organizational justice perceptions). This study investigates three managerial actions as potential predictors of congruence in managers’ justice enactment and employees’ justice perceptions. Using individual pay setting as context, the authors hypothesize that goal clarity, continuous feedback, and supervisory credibility predict congruence in justice perceptions (distributive, procedural, interpersonal, and informational justice). Analyses are based on 124 pay-setting managers with their employees from an industrial company in Sweden. Results reveal that goal clarity, continuous feedback, and supervisor credibility reduce the mean-value difference in justice perceptions between managers and employees. This study broadens the organizational justice literature by contributing with a new way of simultaneously studying justice enactment and justice perceptions to further knowledge on how to facilitate and improve fairness in organizations.
Suggested Citation
Constanze Eib & Johnny Hellgren & Helena Falkenberg & Magnus Sverke, 2025.
"What makes employees and managers see eye to eye concerning organizational justice? Predicting congruence in the Swedish pay-setting context,"
Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 46(2), pages 496-521, May.
Handle:
RePEc:sae:ecoind:v:46:y:2025:i:2:p:496-521
DOI: 10.1177/0143831X241261311
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