The relationships of organizational injustice with employee burnout and counterproductive work behaviors: Equity sensitivity as a moderator

Organizational justice addresses individual perceptions of fairness in organizational life and is considered a basic requirement for effective organizational functioning and individual satisfaction (Greenberg, 1996). Previous studies examining the three- and four-factor structures of organizational justice have revealed a relationship between injustice and counterproductive work behaviors (CWB) (Skarlicki & Folger, 1997). Earlier studies also show a relationship between inequity and the experience of employee burnout (Tans, Peeters, LeBlanc, Schreurs & Shaufeli, 2001). However, there is limited research regarding the relationship of the 4-factor structure of organizational justice with CWB and employee burnout. Similarly, the individual difference variable, equity sensitivity, has not been examined as a moderator of these outcomes. Therefore, the current study examined: (a) the relationship of distributive, procedural, interpersonal and information justice with CWB and employee burnout; and (b) equity sensitivity as a moderator of those outcomes.; Web-based survey research was conducted with a sample of clerical and professional staff (n=341) from a large university located in the Midwest. Correlation and multiple regressions revealed that low levels of procedural and informational justice were related to organizational CWB; low levels of distributive, procedural, and informational justice were related to interpersonal CWB. As expected, low levels of all four dimensions of organizational justice were associated with the experience of burnout. Generally, when workers reported low levels of organizational justice they engaged in more CWB and experienced greater burnout. Negative affect mediated the relationship of organizational injustice with CWB and employee burnout, suggesting that the perceptions of unfairness are stressors that lead to experience of negative affect and subsequent CWB and burnout. Trait-anxiety and trait-anger were found to moderate the relationship between organizational justice and CWB. For individuals high on these traits, lower levels of justice were associated with higher levels of CWB. Equity sensitivity moderated the relationship between organizational justice and burnout (professional efficacy). As expected, individuals who are less tolerant of underreward are more likely to experience a diminished sense of competence on the job. These findings suggest that organizations can reduce the frequency of CWB and employee burnout by reducing unfair practices and that individuals vary in their response to injustice.