The role of fairness in implementing large‐scale change: Employee evaluations of process and outcome in seven facility relocations
研究了七家搬迁企业中，员工对变革理由的解释（教育）和参与（发声）如何通过公平感影响其留任意愿，发现解释通过过程和结果公平起作用，而参与无显著影响。
Abstract Organizational transitions may be difficult to implement if employees resist the change. ‘Participation’ and ‘education’ (Kotter and Schlesinger, 1979) are hypothesized to enhance commitment to change, however mechanisms for those effects are unclear. In a sample of employees from seven relocated organizations, a test of our model showed that the effects of justification (a form of education) on intent to remain are mediated by outcome and procedural fairness judgements. Voice (a form of participation) showed no effects on fairness judgments, perhaps because employees did not expect voice in relocation decisions. Supplementary analyses yielded no evidence for direct effects of voice and justification on intention to remain. The findings extend our understanding of fairness to transition settings.