Toward a Better Understanding of Fairness in ...

Toward a Better Understanding of Fairness in the Workplace: The Role of Psychological Uncertainty
Abstract
Until recently organizational justice researchers have focused primarily on the relationship between employee perceived fairness and behavioral outcomes relevant to employers (Spell & Arnold, 2007). Researchers are now beginning to examine the link between justice and employee-relevant outcomes, specifically issues concerning employee health and well-being at the work place. Moreover, while organizational justice research has shown to have behavioral consequences, there remains a surprising amount of variation (Colquitt, Scott, Judge, & Shaw, 2006); thus the need for moderators (Colquitt & Greenberg, 2003). The study unifies both individual difference and contextual moderators and organizational justice in relation to: (a) the development of employee relevant outcomes and (b) organizational outcomes, through the application of Uncertainty Management Theory (UMT; Lind & Van den Bos, 2002; Van den Bos & Lind, 2002). I utilized UMT to derive individual difference (i.e., social comparison orientation) and contextual variables (i.e., perceived organizational support) that are hypothesized to moderate the justice – outcome relationships. I test the hypotheses through established survey measures that will be administered to a sample of working adults. The results were analyzed using structural equation modeling (SEM).
TABLE OF CONTENTS






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Abstract…………………………………………………………………………


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Table of Contents……………………………………………………………….


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List of Figures…………………………………………………………………..


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List of Appendixes……………………………………………………………...


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CHAPTER I INTRODUCTION


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Background of the Study………………………………………………
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