Delivering bad news fairly: The influence of core self-evaluations and anxiety for the enactment of interpersonal justice.

What motivates managers to deliver bad news in a just manner and why do some managers fail to treat recipients of bad news with dignity and respect? Given the importance of delivering bad news in a just manner, answering these questions is critical to promote justice in the workplace. Drawing on appraisal theories of emotions, we propose that people with higher core self-evaluations may be less likely to deliver bad news in an interpersonally just manner. This is because these actors are more likely to appraise the delivery of bad news as a situation in which they have high coping potential and are therefore less likely to experience anxiety.

How COVID-19 can promote workplace cheating behavior via employee anxiety and self-interest - And how prosocial messages may overcome this effect.

While scholars have debated whether environmental factors (e.g., air pollution) can prompt unethical behavior (e.

Finding meaning in unfair experiences: Using expressive writing to foster resilience and positive outcomes.

Decades of research have demonstrated that experiencing workplace unfairness can result in profound negative consequences for employees. Integrating conservation of resources theory with meaning-finding perspectives, we argue that engaging in meaning-finding in the aftermath of unfairness can foster state resilience and promote positive outcomes. To promote meaning-finding, we develop and test a new expressive writing intervention (i.

How cheating undermines the perceived value of justice in the workplace: The mediating effect of shame.

Scholars have devoted significant attention to investigating and people cheat in organizations. However, there is increasing recognition that these behaviors can be difficult to eradicate, which points to the importance of understanding the of cheating. Given that cheating violates moral norms that govern social relationships, it is critical to understand how cheating can influence social dynamics in the workplace.

Motivated cognition and fairness: Insights, integration, and creating a path forward.

How do individuals form fairness perceptions? This question has been central to the fairness literature since its inception, sparking a plethora of theories and a burgeoning volume of research. To date, the answer to this question has been predicated on the assumption that fairness perceptions are subjective (i.e.

Comparing integral and incidental emotions: Testing insights from emotions as social information theory and attribution theory.

Studies have indicated that observers can infer information about others' behavioral intentions from others' emotions and use this information in making their own decisions. Integrating emotions as social information (EASI) theory and attribution theory, we argue that the interpersonal effects of emotions are not only influenced by the type of discrete emotion (e.g.

Healing the wounds of organizational injustice: examining the benefits of expressive writing.

Clinical and health psychology research has shown that expressive writing interventions-expressing one's experience through writing-can have physical and psychological benefits for individuals dealing with traumatic experiences. In the present study, the authors examined whether these benefits generalize to experiences of workplace injustice. Participants (N = 100) were randomly assigned to write on 4 consecutive days about (a) their emotions, (b) their thoughts, (c) both their emotions and their thoughts surrounding an injustice, or (d) a trivial topic (control).

Exploring the role of emotions in injustice perceptions and retaliation.

Although organizational justice scholars often describe unfairness as an emotionally laden experience, the role of emotion is underresearched. In a study of individuals who experienced being laid off (N = 173), the authors found that outcome favorability interacts with both procedural and interactional justice to predict participants' emotions. The pattern of interaction differed for inward-focused (i.