Perceptions of Reasons for Promotion of Self and Others
研究员工如何看待自己和他人的晋升原因，发现基于绩效的晋升被认为公平，而非绩效标准则被认为不公平；自我和他人晋升的看法对公平感有独特预测作用，且性别与晋升看法交互影响公平感。
In this study the reasons employees perceived for promotions of both themselves and others, and their reactions to those perceptions were examined. Previous research usually ignores (i) the potential antecedents of organizational justice regarding promotions and (ii) justice perceptions’ relations to the treatment of self versus others. Results showed that people consider promotions based on performance fair, whereas they consider non-performance criteria for promotions unfair. Furthermore, perceptions of promotion channels for self and others’ promotions each demonstrated unique prediction of justice, and gender interacted with employee promotion perceptions to predict promotional justice. Discussion focuses on implications regarding (i) similarities and differences in views of self versus others’ outcomes, (ii) equal opportunity, and (iii) future research.