Five studies demonstrate that employees’ trust in management influences the form of the interactive effect of outcome favorability and procedural fairness on employees’ attitudes and behavioral intentions. When trust is high, employees respond particularly negatively when outcome...

This paper examines the hypothesis that in masculine cultures, or other contexts that emphasize competitive achievement, those with higher performance capabilities will feel empowered to have input into decisions and hence will desire opportunities to voice their opinions about decisions to be...

We examined whether the combination of uncertainty (lack of work-time control, and negative changes at work) and organizational justice (i.e., justice of decision-making procedures and interpersonal treatment at work) contributes to sickness absence. A total of 7083 male and 24,317 female...

The present research investigates the influence on cooperative behavior of accessibility experiences associated with the retrieval of fairness-relevant information from memory. We argue that the decision whether to cooperate in negotiations depends not only on information about the...