Making Sense of Procedural Fairness: How High Procedural Fairness Can Reduce or Heighten the Influence of Outcome Favorability
研究程序公平与结果有利性如何共同影响员工对组织决策的反应：当关注员工对决策或组织的支持时，高程序公平会削弱结果有利性的影响；但当关注员工自我评价时，高程序公平反而会增强结果有利性的影响。
I consider the interactive effects of procedural fairness and outcome favorability on people's reactions to organizational decisions. When the dependent variable consists of employees' support for decisions, for decision makers, or for organizations, outcome favorability has less influence when procedural fairness is high rather than low. When the dependent variable consists of employees' self-evaluations, however, outcome favorability has more influence when procedural fairness is high rather than low. Explanations, implications, and future research directions are discussed.