Inconsistencies in the Perception of Fairness in the Workplace
Inconsistencies in the Perception of Fairness in the Workplace

Summary/Abstract: Based on fairness theory, I examine how employees’ perceptions of how fairly they are treated (i.e., perceived procedural justice for self) and their perceptions of how fairly other employees are treated (i.e., procedural justice for others) influence different dimensions of their work performance and their turnover intentions. Results suggest that employees are aware of and are influenced by both procedural justice for self and for others – and, for some outcomes, how much perceived justice for self and others differ. Employees were more likely to be altruistic toward their coworkers when they perceived that they were treated more fairly than others. They were more likely to engage in neglect when they were treated more (or less) fairly than others were treated. Whereas employees had the highest turnover intentions when they perceived low procedural justice for themselves and others, their in-role performance was only influenced by how fairly they were treated.

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