An examination of workplace justice, attitudes, and behavior : the case of layoffs

Abstract

This study examined the influence of procedural, interpersonal, and distributive justice on perceptions of fairness and workplace attitudes and behaviors for layoff victims and survivors. Self-report survey instruments were used to collect longitudinal data from victims and cross-sectional data from survivors. The study was conducted in an organization that was undergoing a staff reduction. Correlational analyses revealed that procedural justice was positively related to fairness perceptions for layoff victims and survivors and that distributive justice was also positively related to fairness perceptions for layoff victims. Perceptions of interpersonal justice and organizational commitment were positively related to job satisfaction for layoff victims and survivors. Justice perceptions were also found to be related to organizational commitment. Procedural justice was positively related to commitment for layoff victims and survivors. Interpersonal justice was also positively related to commitment for victims. In a counterintuitive finding, distributive justice and organizational commitment were negatively correlated for layoff victims. Procedural justice and organizational commitment were positively related to victims' willingness to recruit for former employer, while only organizational commitment was significantly related to survivors' willingness to recruit for the employer. Justice perceptions were not related to survivors' turnover intentions. An individual difference variable, self-efficacy, was found to significantly influence victims' willingness to recruit for the former employer and job satisfaction. Strengths and weaknesses, managerial and practical implications of the study, and suggestions for future research are discussed.