Skip to main content
SpringerLink
Log in

Fairness- und Vertrauenskultur als Baustein resilienter Organisationen

  • Chapter
  • First Online:
Fehlzeiten-Report 2020

Part of the book series: Fehlzeiten-Report ((FEHLREPORT,volume 2020))

Zusammenfassung

„Das ist aber unfair!“ ist ein häufig gehörter Aufschrei. Schon früh entwickeln Kinder ein Verständnis von Fairness – wenn auch zunächst noch stark bezogen auf eigene Bedürfnisse und Belange. Aber auch im Erwachsenenalter und dort besonders in der Arbeitswelt verliert Fairness keineswegs an Bedeutung. Eng damit verknüpft ist Vertrauen – denn nur, wenn wir uns in einer sozialen Beziehung fair behandelt fühlen, können wir auch Vertrauen aufbauen.

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

Log in via an institution
Chapter
USD 29.95
Price excludes VAT (USA)
  • Available as PDF
  • Read on any device
  • Instant download
  • Own it forever
eBook
USD 64.99
Price excludes VAT (USA)
  • Available as EPUB and PDF
  • Read on any device
  • Instant download
  • Own it forever
Softcover Book
USD 84.99
Price excludes VAT (USA)
  • Compact, lightweight edition
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Institutional subscriptions

Literatur

  • Adams JS (1965) Inequity in social exchange. In: Berkowitz L (Hrsg) Advances in experimental social psychology, Bd. 2. Academic Press, New York, S 267–299

    Google Scholar 

  • Allen NJ, Meyer JP (1990) The measurement and antecedents of affective, continuance and normative commitment to the organization. J Occup Psychol 63:1–18

    Google Scholar 

  • Arnold M, Rigotti T (2020) Is it getting better or worse? Health-oriented leadership and psychological capital as resources for sustained health in newcomers. Appl Psychol (Epub ahead of print)

    Google Scholar 

  • Aselage J, Eisenberger R (2003) Perceived organizational support and psychological contracts: a theoretical integration. J Organiz Behav 24:491–509

    Google Scholar 

  • Bal MP, Chiaburi D, Jansen P (2010) Psychological contract breach and work performance: Is social exchange a buffer or an intensifier? Journal of Managerial Psych 25:252–273

    Google Scholar 

  • Barnard (1968) The functions of the executive. Harvard University Press, London

    Google Scholar 

  • Blau PM (1964) Exchange and power in social life. Wiley, New York

    Google Scholar 

  • Bond MH, Smith PB (1996) Cross-cultural social and organizational psychology. Annu Rev Psychol 47:205–235

    CAS  PubMed  Google Scholar 

  • Britt TW, Shen W, Sinclair RR, Grossman MR, Klieger DM (2016) How much do we really know about employee resilience? Ind Organ Psychol 9:378–404

    Google Scholar 

  • Carmeli A, Gittell JH (2009) High-quality relationships, psychological safety, and learning from failures in work organizations. J Organiz Behav 30:709–729

    Google Scholar 

  • Carmeli A, Friedman Y, Tishler A (2013) Cultivating a resilient top management team: the importance of relational connections and strategic decision comprehensiveness. Saf Sci 51:148–159

    Google Scholar 

  • Chan D (1998) Functional relations among constructs in the same content domain at different levels of analysis: a typology of composition models. J Appl Psychol 83:234–246

    Google Scholar 

  • Colquitt JA, Conlon DE, Wesson MJ et al (2001) Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. J Appl Psychol 86:425–445

    CAS  PubMed  Google Scholar 

  • Coyle-Shapiro JAM, Shore LM (2007) The employee-organization relationship: where do we go from here? Hum Resour Manag Rev 17:166–179

    Google Scholar 

  • Coyle-Shapiro JAM, Morrow PC, Kessler I (2006) Serving two organizations: exploring the employment relationship of contracted employees. Hum Resour Manage 45:561–583

    Google Scholar 

  • Cummings LL, Bromiley P (1996) The organizational trust inventory (OTI): development and validation. In: Kramer RM, Tyler TR (Hrsg) Trust in organizations: frontiers of theory and research. SAGE, Thousand Oaks, S 302–330

    Google Scholar 

  • Dabos GE, Rousseau DM (2004) Mutuality and reciprocity in the psychological contracts of employees and employers. J Appl Psychol 89:52–72

    PubMed  Google Scholar 

  • Dirks KT, Ferrin DL (2002) Trust in leadership: meta-analytic findings and implications for research and practice. J Appl Psychol 87:611–628

    PubMed  Google Scholar 

  • Doden W, Grote G, Rigotti T (2018) Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees’ career orientation. J Vocat Behav 106:192–208

    Google Scholar 

  • Dollard MF, Bakker AB (2010) Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. J Occup Organ Psychol 83:579–599

    Google Scholar 

  • Dulac T, Coyle-Shapiro JA, Henderson DJ et al (2008) Not all responses to breach are the same: the interconnection of social exchange and psychological contract processes in organizations. AMJ 51:1079–1098

    Google Scholar 

  • Elovainio M, Kivimäki M, Vahtera J (2002) Organisational justice: evidence of a new psychosocial predictor of health. Am J Public Health 92:105–108

    PubMed  PubMed Central  Google Scholar 

  • Elovainio M, Leino-Arjas P, Vahtera J et al (2006) Justice at work and cardiovascular mortality: a prospective cohort study. J Psychosom Res 61:271–274

    PubMed  Google Scholar 

  • Eisenberger R, Stinglhamber F, Vandenberghe C et al (2002) Perceived supervisor support: contributions to perceived organizational support and employee retention. J Appl Psychol 87:565–573

    PubMed  Google Scholar 

  • Estreder Y, Rigotti T, Tomás I et al (2020) Psychological contract and organizational justice: the role of normative contract. Employee Relat 42:17–34

    Google Scholar 

  • Etzioni A (1975) An evaluation of complex organizations: on power, involvement and their correlates. Free Press, New York

    Google Scholar 

  • Folger R, Cropanzano R (1998) Organizational justice and human resource management. SAGE, London

    Google Scholar 

  • Folger R (1987) Reformulating the preconditions of resentment: a referent cognitions model. In: Masters CJ, Smith WP (Hrsg) Social comparison, justice, and relative deprivation: theoretical, empirical, and policy perspectives. Lawrence Erlbaum, Hillsdale, S 183–215

    Google Scholar 

  • Folger R, Cropanzano R (2001) Fairness theory: justice as accountability. Adv Organ Justice 1:1–55

    Google Scholar 

  • Giddens A (1995) A contemporary critique of historical materialism. Polity Press, Cambridge

    Google Scholar 

  • Golubovich J, Chang CH, Eatough EM (2014) Safety climate, hardiness, and musculoskeletal complaints: a mediated moderation model. Appl Ergon 45:757–766

    PubMed  Google Scholar 

  • Gouldner AW (1960) The norm of reciprocity: a preliminary statement. Am Sociol Rev 25:161–178

    Google Scholar 

  • Graen G (1976) Role making processes within complex organizations. In: Dunnette MD (Hrsg) Handbook of industrial and organizational psychology. Rand McNally, New York, S 1201–1246

    Google Scholar 

  • Graen GB, Uhl-Bien M (1995) Development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multi-level-multi-domain perspective. Leadersh Q 6:219–247

    Google Scholar 

  • Griep Y, Vantilborgh T, Baillien E et al (2016) The mitigating role of leader–member exchange when perceiving psychological contract violation: a diary survey study among volunteers. Eur J Work Organ Psychol 25:254–271

    Google Scholar 

  • Guest DE, Conway N (2002) Communicating the psychological contract: an employer perspective. Hum Resour Manag J 12:22–38

    Google Scholar 

  • Hackman R, Oldham GR (1975) Development of the job diagnostic survey. J Appl Psychol 60:159–170

    Google Scholar 

  • Hartmann S, Weiss M, Newman A, Hoegl M (2019) Resilience in the workplace: a multilevel review and synthesis. Appl Psychol 8:1–47

    Google Scholar 

  • Hollnagel E, Woods DD, Leveson N (2006) Resilience engineering: concepts and precepts. Ashgate Publishing Ltd, Farnham

    Google Scholar 

  • Holstad T, Rigotti T, Otto K (2013) Prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz: Eine Mehrebenenstudie. Z Arbeits Organisationspsychol 57:163–176

    Google Scholar 

  • Kabanoff B, Jimmieson NL, Lewis MJ (2000) Psychological contracts in Australia. A “fair go” or a “not-so-happy transition”? In: Rousseau DM, Schalk R (Hrsg) Psychological contracts in employment: cross-national perspectives. SAGE, Thousand Oaks, S 29–46

    Google Scholar 

  • Kennedy DM, Landon LB, Maynard MT (2016) Extending the conversation: employee resilience at the team level. Ind Organ Psychol 9:466–475

    Google Scholar 

  • Kivimäki M, Elovainio M, Vahtera J et al (2003) Association between organizational inequity and incidence of psychiatric disorders in female employees. Psychol Med 43:319–326

    Google Scholar 

  • Klein KJ, Conn AB, Smith DB et al (2001) Is everyone in agreement? An exploration of within-group agreement in employee perceptions of the work environment. J Appl Psychol 86:3–16

    CAS  PubMed  Google Scholar 

  • Kunzler AM, Chmitorz A, Bagusat C et al (2018) Construct validity and population-based norms of the German Brief Resilience Scale. Eur J Health Psychol 25:107–117

    PubMed  PubMed Central  Google Scholar 

  • Law R, Dollard MF, Tuckey MR et al (2011) Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement. Accid Analysis Prev 43:1782–1793

    Google Scholar 

  • Lengnick-Hall CA, Beck TE, Lengnick-Hall ML (2011) Developing a capacity for organizational resilience through strategic human resource management. Hum Resour Manag Rev 21:243–255

    Google Scholar 

  • Lewis JD, Weigert A (1985) Trust as a social reality. Soc Forces 63:967–985

    Google Scholar 

  • Liden RC, Graen G (1980) Generalizability of the vertical dyad linkage model of leadership. AMJ 23:451–465

    Google Scholar 

  • Liden RC, Wayne SJ, Sparrow RT (2000) An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes. J Appl Psychol 85:407–416

    CAS  PubMed  Google Scholar 

  • Lind EA, Tyler TR (1992) The social psychology of procedural justice. Plenum, New York

    Google Scholar 

  • Luria G (2010) The social aspects of safety management: trust and safety climate. Accid Analysis Prev 42:1288–1295

    Google Scholar 

  • MacNeil IR (1985) Relational contract: what we do and do not know. Law Review, Wisconsin, S 483–525

    Google Scholar 

  • March JG, Simon HA (1958) Organizations. John Wiley & Sons, New York

    Google Scholar 

  • Mayer RC, Davis JH, Schoorman FD (1995) An integrative model of organizational trust. AMR 20:709–734

    Google Scholar 

  • McAllister DJ (1995) Affect-and cognition-based trust as foundations for interpersonal cooperation in organizations. AMJ 38:24–59

    Google Scholar 

  • Meneghel I, Martínez IM, Salanova M (2016a) Job-related antecedents of team resilience and improved team performance. Pers Rev 45:505–522

    Google Scholar 

  • Meneghel I, Salanova M, Martínez IM (2016b) Feeling good makes us stronger: How team resilience mediates the effect of positive emotions on team performance. J Happiness Stud 17:239–255

    Google Scholar 

  • Ng TW, Feldman DC, Butts MM (2014) Psychological contract breaches and employee voice behaviour: the moderating effects of changes in social relationships. Eur J Work Organ Psychol 23:537–553

    Google Scholar 

  • Ning N, Zhaoyi L (2017) Psychological contract breach, organizational disidentification, and employees’ unethical behavior: organizational ethical climate as moderator. Soc Behav Pers Int J 45:1409–1424

    Google Scholar 

  • Nyhan RC (2000) Changing the paradigm: trust and its role in public sector organizations. Am Rev Public Adm 30:87–109

    Google Scholar 

  • Osterloh M, Weibel A (2006) Investition Vertrauen. Gabler, Wiesbaden

    Google Scholar 

  • Restubog SLD, Bordia P, Tang RL et al (2010) Investigating the moderating effects of leader–member exchange in the psychological contract breach-employee performance relationship: a test of two competing perspectives. Brit J Manage 21:422–437

    Google Scholar 

  • Rhoades L, Eisenberger R (2002) Perceived organizational support: a review of the literature. J Appl Psychol 87:698–714

    PubMed  Google Scholar 

  • Rigotti T (2009) Der Psychologische Vertrag und seine Relevanz für die Gesundheit von Beschäftigten. In: Badura B, Schröder H, Klose J et al (Hrsg) Fehlzeiten-Report 2009, Psychische Belastungen reduzieren – Wohlbefinden fördern. Springer, Berlin, S 157–164

    Google Scholar 

  • Rigotti T (2010) Fairness im Arbeitsleben. In: Windemuth D, Jung D, Petermann O (Hrsg) Praxishandbuch Psychische Belastungen im Beruf. Universum Verlag, Wiesbaden, S 210–219

    Google Scholar 

  • Rigotti T, Mohr G (2006) Trau – Schau – Wem? Vertrauen in die Organisation als salutogenetischer Katalysator. Wirtschaftspsychologie 8:22–29

    Google Scholar 

  • Rigotti T, Otto K, Mohr G (2007a) East-west differences in employment relations, organisational justice and trust: possible reasons and consequences. Econ Ind Democr 28:212–238

    Google Scholar 

  • Rigotti T, Otto K, Mohr G (2007b) Psychologische Verträge und ihr Zusammenhang zu psychosozialem Befinden von Arbeitnehmerinnen und Arbeitnehmern. In: Richter P, Rau R, Mühlpfordt S (Hrsg) Arbeit und Gesundheit. Pabst, Lengerich, S 227–246

    Google Scholar 

  • Rigotti T, Otto K, Mohr G (2008) Die Bedeutung von organisationaler Gerechtigkeit für das Beanspruchungserleben in Abhängigkeit von Kontextbedingungen: Ein Mehrebenenansatz. Wirtschaftspsychologie 10:24–33

    Google Scholar 

  • Rigotti T, De Jong J (2019) Thresholds, non-linear and differential effects in psychological contract research. In: Cooper CL, Griep Y (Hrsg) Handbook of research on the psychological contract at work. Edward Elgar Publishing, London, S 253–271

    Google Scholar 

  • Riolli L, Savicki V (2003) Information system organisational resilience. Int J Manag Sci 31:227–233

    Google Scholar 

  • Robertson IT, Cooper CL, Sarkar M et al (2015) Resilience training in the workplace from 2003 to 2014: a systematic review. J Occup Organ Psychol 88:533–562

    Google Scholar 

  • Rodríguez Sánchez AM, Perea VM (2015) The secret of organisation success: a revision on organisational and team resilience. Intl Jnl of Emergency Services 4:27–36

    Google Scholar 

  • Rousseau DM (1995) Psychological contracts in organizations. Understanding written and unwritten agreements. SAGE, Thousand Oaks

    Google Scholar 

  • Rupp DE, Cropanzano R (2002) The mediating effect of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organ Behav Hum Decis Process 89:925–946

    Google Scholar 

  • Scheel TE, Otto K, Vahle-Hinz T et al (2019) A fair share of work: Is fairness of task distribution a mediator between transformational leadership and follower emotional exhaustions? Front Psychol 10:2690

    PubMed  PubMed Central  Google Scholar 

  • Schein EH (1992) Organizational culture and leadership. Jossey-Bass Inc, San Francisco

    Google Scholar 

  • Schneider B, Salvaggio AN, Subirats M (2002) Climate strength: a new direction for climate research. J Appl Psychol 87:220–229

    PubMed  Google Scholar 

  • Soucek R, Ziegler M, Schlett C et al (2016) Resilienz im Arbeitsleben – Eine inhaltliche Differenzierung von Resilienz auf den Ebenen von Individuen, Teams und Organisationen. Gruppe. Interaktion. Organisation. Zeitschrift Für Angew Organisationspsychologie (gio) 47:131–137

    Google Scholar 

  • Stegbauer C (2002) Reziprozität: Einführung in soziale Formen der Gegenseitigkeit. Westdeutscher Verlag, Wiesbaden

    Google Scholar 

  • Stephens JP, Heaphy ED, Carmeli A et al (2013) Relationship quality and virtuousness: emotional carrying capacity as a source of individual and team resilience. J Appl Behav Sci 49:13–41

    Google Scholar 

  • Suazo MM, Stone-Romero EF (2011) Implications of psychological contract breach: a perceived organizational support perspective. Journal of Managerial Psych 26:366–382

    Google Scholar 

  • Sutcliffe K, Vogus T (2003) Organizing for resilience. In: Cameron K, Dutton J, Quinn R (Hrsg) Positive organisational scholarship: foundations of a new. Berrett-Koehler, San Francisco, S 94–110

    Google Scholar 

  • Tekleab AG, Takeuchi R, Taylor MS (2005) Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. AMJ 48:146–157

    Google Scholar 

  • Thibaut J, Walker L (1975) Procedural justice: a psychological analysis. Erlbaum, Hillsdale

    Google Scholar 

  • Tillement S, Cholez C, Reverdy T (2009) Assessing organizational resilience: an interactionist approach. M@n@gement 12:230–264

    Google Scholar 

  • Trompenaars F (2000) Riding the waves of culture—understanding cultural diversity in business, 2. Aufl. Nicholas Brealey, London

    Google Scholar 

  • Turillo CJ, Folger R, Lavelle JL et al. (2002) Is virtue its own reward? Self-sacrificial decisions for the sake of fairness. Organ. Behav. Hum. Decis. Process. 89:839–865

    Google Scholar 

  • Ungar M (2011) The social ecology of resilience: addressing contextual and cultural ambiguity of a nascent construct. Am J Orthopsychiatry 81:1–17

    PubMed  Google Scholar 

  • Vidal MC, Carvalho PV, Santos MS et al (2009) Collective work and resilience of complex systems. J Loss Prev Process Ind 22:516–527

    Google Scholar 

  • Vogus TJ, Sutcliffe KM (2007) Organizational resilience: towards a theory and research agenda. 2007 IEEE International Conference on Systems, Man and Cybernetics, S 3418–3422

    Google Scholar 

  • Wager N, Fieldman G, Hussey T (2003) The effects on ambulatory blood pressure of working under favourably and unfavourably perceived supervisors. Occup Environ Med 60:468–474

    CAS  PubMed  PubMed Central  Google Scholar 

  • Wang YD, Hsieh HH (2014) Employees’ reactions to psychological contract breach: a moderated mediation analysis. J Vocat Behav 85:57–66

    Google Scholar 

  • Weber WG, Unterrainer C, Höge T (2019) Psychological research on organisational democracy: a meta-analysis of individual, organisational, and societal outcomes. Appl Psychol Int Rev (Epub ahead of print)

    Google Scholar 

  • Zagenczyk TJ, Gibney R, Kiewitz C et al (2009) Mentors, supervisors and role models: do they reduce the effects of psychological contract breach? Hum Resour Manag J 19:237–259

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Arbeits-, Organisations- und Wirtschaftspsychologie, Johannes Gutenberg-Universität Mainz, 55122, Mainz, Deutschland

    Prof. Dr. Thomas Rigotti

Authors
  1. Prof. Dr. Thomas Rigotti
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Thomas Rigotti .

Editor information

Editors and Affiliations

  1. Fakultät für Gesundheitswissenschaften, Universität Bielefeld, Bielefeld, Nordrhein-Westfalen, Germany

    Bernhard Badura

  2. Wirtschafts- und Gesellschaftswissenschaften, Beuth Hochschule für Technik, Berlin, Berlin, Germany

    Antje Ducki

  3. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Helmut Schröder

  4. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Joachim Klose

  5. Wissenschaftliches Institut der AOK (WIdO), Berlin, Berlin, Germany

    Markus Meyer

Rights and permissions

Reprints and permissions

Copyright information

© 2020 Springer-Verlag GmbH Deutschland, ein Teil von Springer Nature

About this chapter

Check for updates. Verify currency and authenticity via CrossMark

Cite this chapter

Rigotti, T. (2020). Fairness- und Vertrauenskultur als Baustein resilienter Organisationen. In: Badura, B., Ducki, A., Schröder, H., Klose, J., Meyer, M. (eds) Fehlzeiten-Report 2020. Fehlzeiten-Report, vol 2020. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-61524-9_8

Download citation

  • DOI: https://doi.org/10.1007/978-3-662-61524-9_8

  • Published:

  • Publisher Name: Springer, Berlin, Heidelberg

  • Print ISBN: 978-3-662-61523-2

  • Online ISBN: 978-3-662-61524-9

  • eBook Packages: Medicine (German Language)

Publish with us

Policies and ethics

Search

Navigation