Factors explaining why people join, remain in, or leave a scholarly society: The Canadian Psychological Association.

Both theory and subject matter experts were used to generate items for a survey designed to increase understanding of why psychologists join, remain in, or leave the Canadian Psychological Association (CPA). The subject matter experts included current, former, and nonmember psychologists. 2,200 questionnaires were distributed by e-mail, and 275 were sent by surface mail. The response rates were 20% and 29% for e-mail and surface mail, respectively. Principal components analysis of the survey items resulted in 5 factors: outcomes, advocacy, organizational justice, annual convention, and professional recognition. Discriminant function analysis results showed that, on the basis of these factors, the authors were able to correctly classify respondents as current vs former members, and current vs never been members. Current members, former members, and psychologists who never joined CPA were found to differ significantly on their rating of most factors. The factors relevant for retaining members differ from those that attract psychologists to join CPA. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Retaliation in the workplace: The roles of distributive, procedural, and interactional justice.

The authors investigated the relationship between organizational justice and organizational retaliation behavior—adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low interactional and procedural justice. The 2-way interaction of distributive and procedural justice was observed only at a low level of interactional justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Healing the wounds of organizational injustice: Examining the benefits of expressive writing.

Clinical and health psychology research has shown that expressive writing interventions—expressing one's experience through writing—can have physical and psychological benefits for individuals dealing with traumatic experiences. In the present study, the authors examined whether these benefits generalize to experiences of workplace injustice. Participants (N = 100) were randomly assigned to write on 4 consecutive days about (a) their emotions, (b) their thoughts, (c) both their emotions and their thoughts surrounding an injustice, or (d) a trivial topic (control). Post-intervention, participants in the emotions and thoughts condition reported higher psychological well-being, fewer intentions to retaliate, and higher levels of personal resolution than did participants in the other conditions. Participants in the emotions and thoughts condition also reported less anger than did participants who wrote only about their emotions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Getting even for customer mistreatment: The role of moral identity in the relationship between customer interpersonal injustice and employee sabotage.

Research on the "dark side" of organizational behavior has determined that employee sabotage is most often a reaction by disgruntled employees to perceived mistreatment. To date, however, most studies on employee retaliation have focused on intra-organizational sources of (in)justice. Results from this field study of customer service representatives (N = 358) showed that interpersonal injustice from customers relates positively to customer-directed sabotage over and above intra-organizational sources of fairness. Moreover, the association between unjust treatment and sabotage was moderated by 2 dimensions of moral identity (symbolization and internalization) in the form of a 3-way interaction. The relationship between injustice and sabotage was more pronounced for employees high (vs. low) in symbolization, but this moderation effect was weaker among employees who were high (vs. low) in internalization. Last, employee sabotage was negatively related to job performance ratings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Speaking up in the Canadian military: The roles of voice, being heard, and generation in predicting civic virtue.

Civic virtue refers to the willingness of an employee to speak up and make constructive suggestions, which is often critical for effective organizational change. Despite their best efforts, however, organizations are not always successful in generating their members' civic virtue. The authors examined whether the relationship between voice mechanisms and civic virtue would be mediated by the degree to which employees feel heard and whether one's generation moderations the relationship between being heard and civic virtue. Ss were 262 Canadian Forces members from the baby-boomer generation and Generation-X. Results showed that participants engage in civic virtue depending on whether procedures were available for them to provide voice, and whether they perceived that they were being heard by a superior officer. However, being heard was more critical in predicting civic virtue for baby boomers than for the younger generation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Third-party perceptions of a layoff: Procedural, derogation, and retributive aspects of justice.

Third-party observers (N?=?123) learned about a layoff from a newspaper article developed for this study. Two aspects of the layoff procedure were manipulated in the article: (a) the level of input (voice) by layoff victims in the layoff procedure and (b) how the layoff was communicated to the victims. Both variables predicted observers' perceptions of the procedural justice of the layoff. Victim derogation was positively related to observers' procedural fairness of the layoff. Victim derogation also moderated the relationship between the justice manipulations and fairness. Procedural fairness predicted observers' behavioral intentions both as a customer and potential employee. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of mindfulness in predicting individual performance.

Mindfulness refers to an individual difference variable regarding the degree to which a person is in the present moment (K. W. Brown & R. M. Ryan, 2003). Despite a growing interest in the benefits of mindfulness in health and clinical outcomes, little research has explored whether mindfulness relates to individual performance. The authors examined whether mindfulness was related to performance among a group of MBA students (N = 149). The results show that mindfulness interacted with gender to predict performance. Specifically, the positive association between mindfulness and performance was stronger for women than for men. Implications and future directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Effects of Overhearing Peers Discuss an Authority's Fairness Reputation on Reactions to Subsequent Treatment.

Fairness heuristic theory was used to examine how information from one's peers affects an individual's interpretation of, and reactions to, an authority's subsequent behavior. Participants (N=105) overheard their peers discuss an experimenter's reputation (fair, unfair, or absent) before interacting with the experimenter who behaved more versus less fairly. Results showed that the social cues biased participants' subsequent information processing: Controlling for the experimenter's behavior, interactional justice mediated the effect of social cues on retaliation. Social cues and the authority's behavior also interacted to predict retaliation. Participants who were treated less fairly retaliated more after being led to expect fair treatment than did participants who heard no prior information about the experimenter. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dual processing and organizational justice: The role of rational versus experiential processing in third-party reactions to workplace mistreatment.

The moral perspective of justice proposes that when confronted by another person's mistreatment, third parties can experience a deontic response, that is, an evolutionary-based emotional reaction that motivates them to engage in retribution toward the transgressor. In this article, we tested whether the third party's deontic reaction is less strong when a rational (vs. experiential) processing frame is primed. Further, we tested whether third parties high (vs. low) in moral identity are more resistant to the effects of processing frames. Results from a sample of 185 French managers revealed that following an injustice, managers primed to use rational processing reported lower retribution tendencies compared with managers primed to use experiential processing. Third parties high in moral identity, however, were less affected by the framing; they reported a high retribution response regardless of processing frame. Theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Exploring the Role of Emotions in Injustice Perceptions and Retaliation.

Although organizational justice scholars often describe unfairness as an emotionally laden experience, the role of emotion is underresearched. In a study of individuals who experienced being laid off (N = 173), the authors found that outcome favorability interacts with both procedural and interactional justice to predict participants' emotions. The pattern of interaction differed for inward-focused (i.e., shame and guilt) and outward-focused (i.e., anger and hostility) negative emotions. Attributions of blame mediated the relationship between fairness perceptions and outward-focused negative emotion. Outward-focused emotion mediated the relationship between fairness perceptions and retaliation. (PsycINFO Database Record (c) 2011 APA, all rights reserved)