To Shift or Not to Shift? Determinants and Consequences of Phase Shifting on Justice Judgments
基于公平启发理论和双过程认知理论，研究员工在组织变革中感知的“阶段转换”如何影响其公正判断，并识别了情境和个体层面的前因。
Building on fairness heuristic theory and dual-process theories of cognition, we examine individuals’ perceptions of phase shifting. We define phase shifting as an individual perception that triggers a shift from type 1 to type 2 cognitive processes resulting in the reevaluation of justice judgments. In a longitudinal study of a merger, we empirically test the influence of phase-shifting perceptions on justice judgments, and we identify antecedents of phase-shifting perceptions. We find employees’ perceptions of the change as a phase-shifting event moderates the relationship between overall justice judgments prior to change (time 1), and subsequent assessments of justice six months later (time 2). We study three situational antecedents (i.e., magnitude of change, managerial exemplarity, and coworker support for change) and one individual antecedent (i.e., dispositional resistance to change) of phase-shifting perceptions. The four hypothesized antecedents together predict 74% of employees’ perceptions of the merger as a phase-shifting event. Implications for research and practice regarding organizational justice and organizational change are discussed.