Linking Peer Justice and Justice from the Supervisor to Performance: A Diary Study
Keywords:diary study, peer justice, justice from the supervisor, performance
Previous research has investigated the impact of organizational justice, defined as the treatment workers receive from an external authority (supervisor or the organization as a whole), on performance as achievement of task objectives. However, there is a lack of diary studies that consider other sources of justice beyond an external authority. This study analyzes the link from two sources of justice, justice from the supervisor and peer justice, to workers’ performance. To do so, we carried out a diary study to examine variability in employees’ performance as a consequence of variability of daily justice treatment perceived by workers. We conducted a field survey investigation using a sample of 28 workers of a company that pertained to the automotive sector, during 10 successive days. Our findings showed significant average correlations between performance, on the one hand, and both justice from supervisor (r = 0.41, t(26) = 2.29, p < .05) and peer justice (r = 0.44, t(26) = 2.49, p < .05). In addition, it was confirmed a significant and positive relationship between justice from the supervisor, perceived the first measurement day, and employees’ performance measured 10 days after. By contrast, this relationship was not confirmed for peer justice. We conclude the following: a) changes in justice are associated with changes in performance; and b) justice from the supervisor, measured at the starting point, is able to predict performance ten days after.
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (vol. 2, pp. 267–299). New York: Aca¬demic Press.
Ambrose, M. L. y Schminke, M. (2009). The Role of Overall Justice Judgments in Organizational Research: A Test of Mediation. Journal of Applied Psychology, 94(2), 491–500. https://doi.org/10.1037/a0013203
Bies, R. J. y Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. En R. J. Lewicki, B. H. Sheppard, y M. H. Bazerman (Eds.), Research on Negotiation in Organizations (pp. 43–55). Greenwich, CT: JAI Press.
Blau, P. M. (1964). Exchange and Power in Social Life. New York, NY: John Wiley.
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology, 86, 386–400. https://doi.org/10.1037/0021-9010.86.3.386
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H. y Ng, K. Y. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037//0021-9010.86.3.425
Cropanzano, R., Byrne, Z. S., Bobocel, D. R. y Rupp, D. E. (2001). Moral Virtues, Fairness Heuristics, Social Entities, and other Denizens of Organizational Justice. Journal of Vocational Behavior, 58, 164–209. https://doi.org/10.1006/jvbe.2001.1791
Cropanzano, R., Li, A. y Benson, L. (2011). Peer Justice and Teamwork Process. Group & Organization Management, 36(5), 567–596. https://doi.org/10.1177/1059601111414561
Cropanzano, R., Rupp, D. E., Mohler, C. J. y Schminke, M. (2001). Three Roads to Organizational Justice. En G. R. Ferris (Ed.), Research in Personnel and Human Resources Management (vol. 20, pp. 1–113). New York: JAI Press.
De Boer, E., Bakker, A., Syroit, J. y Schaufeli, W. (2002). Unfairness at Work as a Predictor of Absenteeism. Journal of Organizational Behavior, 23, 181–197. https://doi.org/10.1002/job.135
Derks, D. D. y Bakker, A. B. (2018). Daily Spillover from Family to Work: A Test of the Work-Home Resources Model. Journal of Occupational Health Psychology, 23(2), 237–247. https://doi.org/.1037/ocp0000073
Goodman, S. A. y Svyantek, D. J. (1999). Person Organization Fit and Contextual Performance: Do Shared Values Matter. Journal of Vocational Behavior, 55(2), 254–275. https://doi.org/10.1006/jvbe
Greenbaum, R. L., Folger, R. y Ford, R. C. (2011). Moral Contracts. En S. W. Gilliland, D. D. Steiner y D. P. Skarlicki (eds.), Emerging Perspectives on Organizational Justice and Ethics (pp. 199–221). Charlotte, NC: Information Age Publishing.
Gouldner, A. W. (1960). The Norm of Reciprocity: A Preliminary Statement. American Sociological Review, 25(2), 161–164. https://doi.org/0.2307/2092623
Hox, J. (2010). Multilevel Analysis: Techniques and Applications (2ª ed.). New York, NY: Routledge.
Hulsheger, U. R., Lang, J. W. B. y Schewe, A. F. (2015). When Regulating Emotions at Work Pays Off: A Diary and an Intervention Study on Emotion Regulation and Customer Tips in Service Jobs. Journal of Applied Psychology, 100(2), 263–277. https://doi.org/10.1037/a0038229
Lavelle, J. J., Rupp, D. E. y Brockner, J. (2007). Taking a Multifoci Approach to the Study of Justice, Social Exchange, and Citizenship Behavior: The Target Similarity Model. Journal of Management, 33(6), 841–866. https://doi.org/10.1177/0149206307307635
Li, A. y Cropanzano, R. (2009). Fairness at the Group Level: Justice Climate and Intraunit Justice Climate. Journal of Management, 35(3), 564–599. https://doi.org/10.1177/0149206308330557
Li, A., Cropanzano, R. y Bagger, J. (2013). Justice Climate and Peer Justice Climate: A Closer Look. Small Group Research, 44(5), 563–592. https://doi.org/10.1177/1046496413498119
Li, A., Cropanzano, R. y Molina, A. (2015). Fairness at the Unit Level: Justice Climate, Justice Climate Strength, and Peer Justice. En Russell, S. Cropanzano y Maureen L. Ambrose (eds.), The Oxford Handbook of Justice in the Workplace (pp. 137–164). New York, NY: Oxford University Press.
Molina, A. (2014). Justicia organizacional en el sector servicios: El impacto de “peer justice” sobre el desempeño de la organización, la calidad percibida por los clientes y el bienestar de los empleados (Tesis doctoral). Universitat de València, Valencia.
Moliner, C., Martínez-Tur, V., Ramos, J., Peiró, J. M. y Cropanzano, R. (2008). Organizational Justice and Extrarole Customer Service: The Mediating Role of Well-Being at Work. European Journal of Work and Organizational Psychology, 17(3), 327–348.
Molina, A., Moliner, C., Martínez-Tur, V., Cropanzano, R. y Peiró, J. M. (2015). Unit-level Fairness and Quality within the Health Care Industry: A Justice-Quality Model. European Journal of Work and Organizational Psychology, 24(4), 627–644, https://doi,org/10,1080/1359432X,2014,960401
Moliner, C., Martínez-Tur, V., Peiró, J. M., Ramos, J. y Cropanzano, R. (2013). Perceived Reciprocity and Well-Being at Work in Non-Professional Employees: Fairness or Self-Interest? Stress & Health, 29(1), 31–39. https://doi.org/10.1002/smi.2421
Nicklin, J. M., McNall, L. A., Cerasoli, C. P., Strahan, S. R. y Cavanaugh, J. A. (2014). The Role of Overall Organizational Justice Perceptions within the Four-dimensional Framework. Soc Just Res, 27, 243–270. https://doi.org/10.1007/s11211-014-0208-4
Ohly, S., Sonnentag, S., Niessen, C. y Zapf, D. (2010). Diary Studies in Organizational Research. An Introduction and some Practical Recommendations. Journal of Personnel Psychology, 9, 79–93. https://doi.org/10.1027/1866-5888/a000009
Peña-Ochoa, M. y Durán Palacio, N. M. (2016). Justicia organizacional, desempeño laboral y discapacidad [Organizational Justice, Work Performance, and Disability]. Revista Colombiana de Ciencias Sociales, 7(1), 201–222.
Pérez-Martínez, S. A. y Topa, G. (2018). Percepciones sobre la responsabilidad social corporativa de las empresas: Relación con las actitudes y conductas de sus clientes [Perceptions of Corporate Social Responsibility: Relationship with Customers’ Attitudes and Behaviors]. Acción Psicológica, 15(1), 103–120. https://doi.org/10.5944/ap.15.1.22003
Podsakoff, P. M.,McKenzie, S. B., Lee, J.-Y. y Podsakoff, N. P. (2003). Common Method Bias in Behavioral Research: A Critical Review of the Literature and Recommended Remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9126.96.36.1999
Rupp, D. E., Shao, R., Jones, K. S. y Liao, H. (2014). The Utility of a Multifoci Approach to the Study of Organizational Justice: A Meta–Analytic Investigation into the Consideration of Normative Rules, Moral Accountability, Bandwidth–Fidelity, and Social Exchange. Organizational Behavior and Human Decision Processes, 123(2), 159–185. https://doi.org/10.1016/j.obhdp.2013.10.011
Ryan, A. (1993). Justice. Oxford, England: Oxford University Press.
Thibaut, J. W. y Walker, L. (1975). Procedural justice: A psychological Analysis. Hillsdale, NJ: Lawrence Erlbaum Associates.
Whitman, D. S., Caleo, S., Carpenter, N. C., Horner, M. T. y Bernerth, J. B. (2012). Fairness at the Collective Level: A Meta-Analytic Examination of the Consequences and Boundary Conditions of Organizational Justice Climate. Journal of Applied Psychology, 97(4), 776-791. http://dx.doi.org/10.1037/a0028021
How to Cite
Accion Psicologica is published under Creative Commons Attribution-Non Commercial (CC BY-NC). The opinions and contents of the articles published in Acción Psicológica are responsibility of the authors and do not compromise the scientific and political opinion of the journal. Authors are also responsible for providing copies of the raw data, ratings, and, in general, relevant experimental material to interested readers.