Abstract
Following uncertainty management theory, we argue that when people face increased uncertainty, fairness becomes more important to them and judgments of fairness affect their reactions more strongly. The organizational field study reported here examines the effects of uncertainty about performance standards and appropriate behaviors on the relationship between fairness and job satisfaction. Results reveal that uncertainty moderates the positive relationship between fairness perceptions and job satisfaction such that the more uncertain people are about performance standards and appropriate behaviors, the stronger the relationship between fairness and job satisfaction. Further results reveal a significant moderating effect of uncertainty specifically for procedural fairness and interactional fairness. We discuss the implications of our findings for the uncertainty management model.
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Diekmann, K.A., Barsness, Z.I. & Sondak, H. Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study. Social Justice Research 17, 237–255 (2004). https://doi.org/10.1023/B:SORE.0000041292.38626.2f
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DOI: https://doi.org/10.1023/B:SORE.0000041292.38626.2f