Effects of Perceptions of Fairness on Behavior PDF

Effects of Perceptions of Fairness on Behavior ● ● ● ● Performance appraisal can affect task performance ○ Example: Input before performance evaluation can improve fairness perceptions, but can also negatively impact task performance Procedural fairness and distributive justice are important con...

Effects of Perceptions of Fairness on Behavior ● ● ● ● Performance appraisal can affect task performance ○ Example: Input before performance evaluation can improve fairness perceptions, but can also negatively impact task performance Procedural fairness and distributive justice are important concepts ○ Greenberg's (1986b) framework distinguishes between procedural (is the process fair?) and distributive (who gets what?) fairness ○ Perceptions of unfairness can impact motivation and behavior ■ ie Procedural unfairness impacts attitudes towards supervision ■ Distributive fairness has less influence on supervision attitudes Participative decision making (PDM): ○ Example: Opportunity for employees to provide input prior to a decision (similar to above) ○ Enhances job satisfaction, but effects on task performance are unclear ○ Cognitive explanations suggest PDM can enhance task performance ○ Difficult to disentangle cognitive and motivational effects of PDM on performance PDM Explanations ○ Cognitive explanations ■ Facilitates task performance by promoting information exchange between supervisors and supervisees (Bartlem & Locke, 1981; Locke & Schweiger, 1979; Maier, 1963) ■ Knowledge exchange can enhance employees' capabilities for attaining objectives ■ Employees can also communicate information that influences the supervisor and results in a change in the objective ○ Motivational Explanations ■ PDM enhances performance by increasing goal commitment, acceptance, and difficulty ■ Social explanations suggest that the presence of others or persuasive communications can influence performance ○ Relationship between PDM and organizational justice: ■ PDM procedures that are perceived as fair can lead to higher levels of satisfaction even when the outcome is not favorable ○ Effects of PDM on task performance are inconsistent across goal-setting and justice areas ○ Potential advantages of PDM can dissipate if used too frequently ○ Understanding how PDM procedures influence performance requires attention to dynamic processes