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  • 2014

  • Gilliland, Stephen W. (2014): The social dynamics of organizational justice. Charlotte, NC: Information Age Pub (Research in social issues in management)

    Abstract: Research on various topics related to organizational justice has recently turned to predictors of managerial fairness. This chapter contributes to research on justice as a dependent variable by focusing on 'person' factors that may influence managerial fairness behavior. Drawing on the HEXACO model of personality structure and personality trait activation theory, I present a model of how managerial personality affects justice behaviors. It is proposed that procedurally, interpersonally, and informationally fair behaviors have differing personality antecedents. Utilizing a person-situation interactionist model, this chapter lays the groundwork for specifying the conditions under which particular personality traits might predict managerial fairness. More specifically, it is proposed that the traits of conscientiousness, openness to experience, agreeableness, honesty-humility, and neuroticism will influence the engagement in procedurally, interpersonally, and informationally fair be haviors. These personality traits are expressed as responses to trait-relevant situational cues from three sources in work settings: task, social, and organizational levels. This chapter concludes with suggestions for future research. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

    Keywords: Arbeits - und Organisationspsychologie, Fairness, justice, managerial personality, trait activation, procedural fairness, interpersonal fairness, informational fairness, organizational justice, fairness, personality structure, personality trait activation theory, personality traits, conscientiousness, op
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