Are Organizational Justice Effects Bounded by Individual Differences? An Examination of Equity Sensitivity, Exchange Ideology, and the Big Five
通过707名参与者的假设情境实验，发现交换意识形态（而非公平敏感性）显著调节了不公平感对任务绩效、组织公民行为、退缩和反生产行为的影响，且其调节作用强于大五人格。
This study explored the extent to which two theoretically derived individual differences (equity sensitivity and exchange ideology) moderated the effects of injustice on behavioral reactions. Participants ( N = 707) completed hypothetical vignettes that manipulated distributive, procedural, and interpersonal justice and assessed potential reactions in terms of task performance, citizenship, withdrawal, and counterproductive behavior. Results showed that exchange ideology, but not equity sensitivity, emerged as a significant moderator of several justice-outcome relationships. In addition, a usefulness analysis comparing the moderating potential of the more narrow equity sensitivity and exchange ideology variables to the broader Big Five revealed that the two narrow variables were more impactful moderators than were the Big Five, though these differences were because of the effects of exchange ideology.