What Drives Trickle-Down Effects? A Test of Multiple Mediation Processes
研究了上级的互动公平感知如何通过不同机制（社会交换、社会学习、替代攻击）影响下属，发现人际公平和信息公平的涓滴效应分别由替代攻击和社会交换中介。
Organizational research has established the existence of trickle-down effects, wherein the perceptions, attitudes, or behavior of one person in an organization affects those of another person at a lower level. Although current research has explained the phenomenon using several different theoretical perspectives, prior studies have not explicitly tested the theorized mechanisms. This paper develops and tests a model that incorporates three theories of trickle-down effects for interactional justice perceptions: social exchange theory, social learning theory, and displaced aggression. Using cross-sectional data from 200 supervisor–subordinate dyads in Study 1 and longitudinal data from 270 supervisor–subordinate dyads in Study 2, we test this multiple mediator model. The results demonstrate that the two aspects of interactional justice perceptions—interpersonal and informational justice perceptions—trickle down from supervisors to subordinates through two different mechanisms. Specifically, displaced aggression accounts for the trickle-down effects of interpersonal justice perceptions and social exchange accounts for the trickle-down effects of informational justice perceptions. We discuss the implications of the findings for research on trickle-down effects and organizational justice.