Do Rude Employees Deserve and Receive Less Interactional Justice?
In 2 laboratory experiments, we tested the hypotheses that employees who display less interactional justice toward leaders (i.e., employees who are generally rude vs. polite) would (Study 1) and should (Study 2) receive less interactional justice from leaders when being informed of negative outcomes. Results supported our hypotheses. Camilla M. Holmvall, Saint Mary’s University Sonya Melnyk, Saint Mary’s University Natasha N. Chestnut, Saint Mary’s University Submitter: Camilla M. Holmvall, camilla.holmvall@smu.ca 84-27. Fairness and Unfairness: Can You Undo What Has Been Done? This study explored fairness heuristic theory by testing whether fairness heuristics can be changed. The possible asymmetrical nature of justice was also explored. Results suggest fairness heuristics can be changed under certain conditions. However, fairness may not be as powerful as unfairness, particularly when people have previously been treated fairly. Corrie E. Pogson, The University of Tulsa Submitter: Cor
