Behavioral and ethical prerequisites Managers’ Adherence to Organization Justice Rules: An Investigation into the Central Role of Managerial Motives and Discretion
Subject Areas : Ethics and Islamic Education
Nahid
Radmanesh
1
Abolhassan
Faghihi
2
Karamallah
Daneshfard
3
Keywords: Managers’ adherence to the rules of justice, cognitive motives, affective motives, managers’ discretion. ,
Abstract :
Though substantial research has been carried out on employees’ reactions to organizational justice rules, far less research has examined the ethical and ethical causes of managers to adhere to the rules of justice. Taking a proactive approach to organizational justice, the present study the causes of managers’ adherence to distributive, procedural, informational, and interpersonal rules of justice. The statistical population of this research was the managers at the different levels of employed management practices selected from 34 government organizations. The sample under study included 356 people selected through cluster sampling. The data collection was conducted using standardized questionnaires. Data analysis was performed through confirmatory factor analysis and parametric statistics using Smart PLS and SPSS software. The results of the research revealed that both cognitive (i.e. effective compliance with subordinates, desirable social identity maintenance, and justice) and affective (i.e. high positive affect and low negative affect) motives were associated with managerial adherence to justice rules. Moreover, cognitive motives were more strongly associated with justice rules adherence for justice dimensions over which managers perceived less discretion, while affective motives were more strongly associated with justice rule adherence for justice dimensions over which managers perceived much more discretion.
Adams, J. S. (1965). Inequity in social exchange. In L.Berkowitz (Ed.), Advances in experimental social psychology, vol. 2: 267–299. New York: Academic Press.
Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational injustice. Organizational Behavior and Human Decision Processes, 89, 947-965.
Anderson, C. A., & Bushman, B. J. 2002. Human aggression. Annual Review of Psychology, 53, 27-51.
Ashforth, B. E., & Humphrey, R. H. (1995). Emotion in the workplace: A reappraisal. Human Relations, 48: 97–125.
Blader, S. L., & Tyler, T. R. (2003). What constitutes fairness in work settings? A four-component model of procedural justice. Human Resource Management Review, 13: 107–126.
Blader, S. L., & Chen, Y. R. (2012). Differentiating the effects of status and power: A justice perspective. Journal of Personality and Social Psychology, 102:994–1014.
Blau, P. (1964). Exhange and power in social life. New York: Wiley.
Brebels, L., De Cremer, D., Van Dijke, M., & Van Hiel, A. (2011). Fairness as social responsibility: A moral selfregulation account of procedural justice enactment. British Journal of Management, 22: S47–S58.
Bushman, B. J., Baumeister, R. F., & Phillips, C. M. (2001). Do people aggress to improve their mood? Catharsis beliefs, affect regulation opportunity, and aggressive responding. Journal of Personality and Social Psychology, 81, 17-32.
Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A metaanalysis. Organizational Behavior and Human Decision Processes, 86, 278-321.
Clark. M. S., & Isen, A. M. (1982). Toward understanding the relationship between feeling states and social behavior. In A. H. Hastorf & A. M. Isen (Eds.), Cognitive social psychology pp. 73-108). New York: Elsevier Science.
Clore, G. L., Schwarz, N., & Conway, M.( 1994). Affective causes and consequences of social information processing.In R. S. Wyer & T. K. Srull (Eds.), Handbook of social cognition, vol. 1: 232–419. Hillsdale, NJ:Erlbaum.
Carlsmith, K. M., Darley, J. M., & Robinson, P. H. (2002). Why do we punish? Deterrence and just deserts as motives for punishment. Journal of Personality and Social Psychology, 83, 284-299.
Colella, A., Paetzold, R. L., Zardkoohi, A., & Wesson, M. J. (2007). Exposing pay secrecy.
Academy of Management Review, 32, 55-71.
Colquitt, J. A., Greenberg, J., & Zapata-Phelan, C. P. (2005).What is organizational justice? A historical overview.In J. Greenberg & J. A. Colquitt (Eds.), The handbook of organizational justice: 3–56. Mahwah,NJ: Erlbaum.
Colquitt, J. A. (2012). Organizational justice. In S. W. J.Kozlowski (Ed.), The Oxford handbook of industrial/organizational psychology, vol. 1: 526–547.New York: Oxford University Press.
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M.,Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013).Justice at the millennium, a decade later: A metaanalytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98: 199–236.
Crocker, J., McGraw, K. M., Thompson, L. L., & Ingerman, C. (1987). Downward comparison, prejudice, and evaluations of others: Effects of self-esteem and threat. Journal of Personality and Social Psychology, 52, 907-916.
Davari, A, & Rezazadeh, A (2013) Modeling of Structural Equations with PLS Software. Tehran: Publishing Organization of Jihad University. (In persion)
Dion, K. L. (2003). Prejudice, racism, and discriminationIn I. B. Weiner, (Series Ed.), T. Millon, & M. J. Lerner (Vol. Eds.), Handbook of psychology, vol. 5: 507–536. New York: Wiley.
Elfenbein, H. A. (2007). Emotion in organizations: A review in stages. In J. P. Walsh and A. P.
Brief (Eds.), The Academy of Management annals (pp. 315-386). London, UK: Routledge.
Frijda, N. H. (1994). Varieties of affect: Emotions and episodes, moods, and sentiments. In P.
Ekman & R. J. Davidson (Eds.) , The nature of emotion (pp. 59–67). New York: Oxford University Press.
Frijda, N. (2007). The laws of emotion. Mahwah, NJ: Erlbaum.
Gilliland, S. W., Steiner, D. D., Skarlicki, D. P., & van den Bos, K. (2005). Preface. In: S. W. Gilliland, D. D. Steiner, D. P. Skarlicki & K. van den Bos (Eds), What motivates fairness in organizations? (pp. vii-xii). Greenwich, CT: Information Age Publishing.
Gardner, W. L., Fischer, D., & Hunt, J. G. (2009). Emotional labor and leadership: A threat to authenticity? Leadership Quarterly, 20: 466–482.
Grant, A. M., & Mayer, D. M. 2009. Good soldiers and good actors: Prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. Journal of Applied Psychology, 94: 900–912.
Greenberg, J. (1988, August). Using social accounts to manage impression of performance appraisal fairness. In J. Greenberg & R. J. Bies (Co-chairs), Communicating fairness in organizations. Symposium presented at the meeting of the Academy of Management, Anaheim, CA
Greenberg, J. (1990). Looking fair vs. being fair: Managing impressions of organizational justice. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior (Vol. 12, pp. 111-157). Greenwich, CT: JAI Press.
Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management: 79–103. Hillsdale, NJ: Erlbaum.
Greene, J. D., Nystrom, L. E., Engell, A. D., Darley, J. M.,& Cohen, J. D. (2004). The neural bases of cognitive conflict and control in moral judgment. Neuron, 44:389–400.
Hafer, C. (2000). Do innocent victims threaten the belief in a just world? Evidence from a modified stroop task. Journal of Personality and Social Psychology, 79, 165-173
Hambrick, D. C., & Finkelstein, S. (1987). Managerial discretion: A bridge between polar views of organizational outcomes. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior (Vol. 9, pp. 368-406). Greenwich, CT: JAI Press.
Hampton, J. (1988). The retributive idea. In J. G. Murphy & J. Hampton (Eds.), Forgiveness and mercy (pp. 111–161). New York: Cambridge University Press.
Isen, A. M. (2000). Positive affect and decision making. In M. Lewis & G. M. Haviland-Jones (Eds.), Handbook of emotions (pp. 417-435). New York: Guilford Press.
Larsen, R. (2000). Toward a science of mood regulation. Psychological Inquiry, 11, 129-141.
Lerner, M. J. (1980). The belief in a just world: A fundamental delusion. New York: Plenum Press.
Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and wocomponent model. Psychological Bulletin, 107, 34-47.
Lce, J., &. Peccei, R. (2007). Perceived organizational support and affective commitment: the mediating role of organization-based self-esteem in the context ofjob insecurity. Journal of Organizational Behavior, 28, 661-685.
Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. Gergen, M. Greenberg, & R. Willis (Eds.), Social exchange: Advances in theory and research: 27–55. New York: Plenum Press.
Masterson, S. S., Lewis, K., Goldman, B. M., & Taylor, M. S. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43, 738-748.
Mayer, D., Nishii, L., Schneider, B., & Goldstein, H. (2007).The precursors and products of justice climates :Group leader antecedents and employee attitudinal consequences. Personnel Psychology, 60: 929–963.
Mechanic, D. (1962). Sources of power of lower participants in complex organizations. Administrative Science Quarterly, 7: 349–374.
McLean Parks, J., Conlon, D. E., Ang, S., & Bontempo, R. (1999). The manager giveth, the manager taketh away: Variation in distribution/recovery rules due to resource type and cultural orientation. Journal of Management, 25: 723–757.
Myyry, L., &. Helkarna, K. (2002). Moral rea..llOning and the use of procedural justice rules in hypothetical and real-life dilemmas. Social Justice Research, IS, 373--391.
Pourezat, A. S., & Seyedrezaei, M. Y. (2017).Valuation of government and state performance (pp . 261266).Samat publication.(In persion)
O’Leary-Kelly, A. M., Paetzold, R. L., & Griffin, R. W. (2000). Sexual harassment as aggressive behavior: An actor-based perspective. Academy of Management Review, 25, 372-388.
Patient, D., & Skarlicki, D. P. (2010). Increasing interpersonal and informational justice when communicating negative news: The role of the manager’s empathic concern and moral development. Journal of Management, 36: 555–578.
Roberson, Q. M., & Colquitt, J. A. (2005). Shared and configural justice: A social network model of justice in teams. Academy of Management Review, 30, 595-607.
Roberson, Q. M., & Stewart, M. M. (2006). Understanding the motivational effects of procedural and informational justice in feedback processes. British Journal of Psychology, 97,281-298.
Rupp, D. E., & Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89, 925-946.
. Schlenker, B. R. (1980). Impression anagement: The self-concept, social identity, and interpersonal relations. Monterey, CA: Brooks/Cole.
Schminke, M., Ambrose, M. L., & Cropanzano, R. S. (2000). The effect of organizational structure on perceptions of procedural fairness. Journal of Applied Psychology, 85, 294-304.
Scott, B. A., Colquitt, J. A., & Zapata-Phelan, C. P. (2007) Justice as a dependent variable: Subordinate charisma as a predictor of interpersonal and informational justice perceptions. Journal of Applied Psychology, 92, 1597-1609.
Scott, B. A., Colquitt, J. A., & Paddock, E. L. (2009). An actor-focused model of justice rule adherence and violation: The role of managerial motives and discretion .Journal of Applied Psychology, 94: 756–769.
Scott, B. A., Garza, A., Conlon, D., & Kim, Y. J. (2014). Why do managers act fairly in the first place? A daily investigation of "hot" and "cold" motives and discretion. Academy of Management Journal, 57(6), 1571-1591.
Seyyed Abbaszadeh, M. M., & Amani, J., & Khezri Azar, H., & Pashavi, Q. (2011). An Introduction to Structural Equation Modeling by PLS Method and Its Application in Behavioral Sciences, Urmia University Press. (In persion)
Simon, H. A. (1964). On the concept of organizational goal. Administrative Science Quarterly, 9: 1–22.
Sheppard, B. H., Lewicki, R. J., & Minton, J. W. (1992). Organizational justice: The search for fairness in the workplace. New York: Lexington Books.
Strack, F., Werth, L., & Deutsch, R.( 2006). Reflective and impulsive determinants of consumer behavior. Journal of Consumer Psychology, 16: 205–216.
Tedeschi, J. T., & Felson, R. B. (1994). Violence, aggression and coercive actions. Washington, DC: American Psychological Association.
Van Kleef, G. A., Homan, A. C., Finkenauer, C., Blaker, N. M., & Heerdink, M. W. (2012). rosocial norm violations fuel power affordance. Journal of Experimental Social Psychology, 48: 937–942.
Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the
Structure, causes, and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74.
Williamson, O. E. (1963). Managerial discretion and business behavior. American Economic Review, 53, 1032-1057.
Yukl, G., & Falbe, C. M. (1991). The importance of different power sources in downward and lateral influence attempts. Journal of Applied Psychology, 75, 132-140.