Abstract
In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.
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Kennedy, D.B., Homant, R.J. & Homant, M.R. Perception of Injustice as a Predictor of Support for Workplace Aggression. Journal of Business and Psychology 18, 323–336 (2004). https://doi.org/10.1023/B:JOBU.0000016709.52870.2c
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DOI: https://doi.org/10.1023/B:JOBU.0000016709.52870.2c