According to justice theory, individuals’ evalua tive assessments of fairness draw on perceptions of distributive justice (fairness of outcome allocation), procedural justice (fairness of the procedures used to make allocation decisions), and interactional jus tice (fairness of the interpersonal treatment indi viduals receive during the enactment of proce dures). I expected that the degree to which supervisors engaged in abusive behavior would af fect subordinates’ perceptions of organizational justice, which would, in turn, affect their decisions to quit, job satisfaction, life satisfaction, organiza tional commitment, conflict between work and family life, and psychological distress. I further expected that perceived mobility—the extent to which employees feel they have attractive employ ment alternatives—would moderate the effects of abusive supervision. More specifically, I expected the effects of abusive supervision would be more pronounced for individuals who have less mobility.
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