The Effect Of Own And Others’procedural Justice On Emotion And Behavior:the Moderating Role Of Other-orientation

Although, procedural justice (PJ) is associated with one’s attitudes, emotions and behaviors, which has been demonstrated by many researches, few studies of PJ concern other one’s fairness information, and the results are inconsistent. According to the previous findings, the present research focus on the effects of self and others’procedural fairness information on one’s attitudes, emotions and behaviors, as well as exploring the moderating role of individual difference. The present research is composed of following three specific studies:Study1, using scenario method and manipulating both self and other’s voice to explore the effects of their interaction on one’s overall procedural fairness judgment and emotions, and105college students participated in this study. The results show that whether the participants have the voice opportunity will influence their overall procedural fairness judgment and emotions, indicating that participants evaluate the procedure more positively when they receive a voice as opposed to a no-voice procedure, but this effect is significant only in the other voice condition.Study2is based on study1, which using the laboratory method and manipulating both self and other’accuracy to investigate their influence on helping willing and expected distributive fairness judgment. A total of75college students participate in the experiment. The effects of accuracy on overall procedural fairness judgment and emotions are corresponding with study1. Besides, the same effect on expected distributive fairness judgment is also significant. But the result don’t find that self and other’s procedure affect participants’helping willing.According to the above two studies, study3survey137employees and examine the relationship between their own and their colleagues’ procedural justice with organizational affecting commitment (OAC) and organizational citizenship behavior (OCB), as well as the moderating role of employees’other-orientation. We find that (1) others’procedural justice shape the positive relationship of employees’own procedural justice and OCB, and this effect is significant only when other’s procedure justice is high and only among high other-orientation employees. Yet, we don’t find this effect on OAC;(2) OAC completely mediate the relationship of employees’own procedural justice and OCB.