The aim of the present study was to explore the association between perceptions of inter- personal/informational justice and ambivalent sexism among Argentinean employees, and to examine the possible role that collectivism and individualism exert on this association. Participants (128 men and 120 women) completed a battery of instruments to measure the variables of interest. Results showed that perceptions of interpersonal and informational justice were negatively associated with hostile sexism, and that, unexpectedly, perceptions of informational justice were positively associated with benevolent sexism. Vertical collectivism and vertical individualism moderated the relationships between perceptions of interpersonal justice and hostile sexism. Findings are discussed in light of their theoretical and practical implications. Suggestions for future research are provided. / El objetivo del estudio fue, por un lado, explorar las relaciones entre percepciones de jus- ticia interpersonal/informacional y sexismo ambivalente en empleados argentinos, y, por otro lado, examinar el posible rol que el individualismo y el colectivismo ejercen sobre tales relaciones. Los participantes (128 varones y 120 mujeres) completaron una batería de reconocidos instrumentos para medir las variables de interés. Los resultados mostraron que las percepciones de justicia interpersonal e informacional se relacionaron negativamente con sexismo hostil y que, inesperadamente, la justicia informacional se asoció positivamente con sexismo benévolo. Colectivismo vertical e individualismo vertical moderaron las rela- ciones entre justicia interpersonal y sexismo hostil. Se discuten las implicaciones teóricas y prácticas de estos hallazgos. Se sugieren futuras investigaciones en el área. Palabras clave: sexismo, valores, justicia interpersonal, justicia informacional / O objetivo do presente estudo foi, por um lado, explorar as relações entre as percepções de justiça interpessoal/informacional e sexismo em trabalhadores argentinos, e, por outro lado, examinar o possível papel desempenhado pelo individualismo e coletivismo em tais relações. Os participantes (128 homens e 120 mulheres) completaram uma bateria de ins- trumentos reconhecidos para medir as variáveis de interesse. Os resultados mostraram que as percepções de justiça interpessoal e informacional foram negativamente relacionadas com o sexismo hostil e, inesperadamente, as percepções de justiça informacional foram positi- vamente associadas com o sexismo benevolente. O coletivismo vertical e o individualismo vertical moderaram as relações entre justiça interpersonal e sexismo hostil. Discutem-se as implicações teóricas e práticas destes resultados. Sugestões para futuras pesquisas são feitas.

Especially during times of intense change, managers may negatively impact the quality of employee-manager relationships by breaching or violating psychological contract terms and exhibiting unfair treatment (i.e., interactional injustice) in the workplace. A psychological contract is conceptualized as an exmployee's perception or individualistic belief about the reciprocal and promissory nature of the employment relationship (Argyris, 1960; Levinson, Price, Munden, Mandl, & Solley, 1966; Rousseau, 1989, 1990, 1995; Schein, 1965, 1994). Misperceptions surrounding contractual changes and perceived misalignments between managers' words and deeds have contributed to employee perceptions of contract breach and violation, which are linked to negative employee attitudes and behaviors (Andersson, 1996; Morrison & Robinson, 1997; Pate, Martin, & Staines, 2000; Rousseau, 1995). Employees may simultaneously experience interactional injustice when managers act in disparaging ways and fail to provide adequate explanations (Bies, 1989; Bies & Moag, 1986). Leadership literature has provided evidence that high-quality leadership can positively influence employees' behaviors and attitudes and increase perceptions of workplace fairness (Dirks & Ferrin, 2002; Kickul, Gundry, & Posig, 2005; Kouzes & Posner, 2003). However, the relational role of leadership credibility, within the context of psychological contract breach and violation and interactional justice, has not been examined in leadership, psychological contract, and organizational justice literatures. This study was designed to explore the relationships between leadership credibility, interactional justice, and psychological contract breach and violation. The results of the study confirmed that employees' perceptions about leaders' credibility does strongly relate to managerial violation, interpersonal justice, and informational justice. / Ph. D.

Yes / Within the workplace, justice is influenced by the interpersonal relationships between colleagues and/or management among other things. The main reason for this research is to examine the correlation between organisational justice and the ethical behaviour of employees. Based on the literature, the conceptual model developed in this paper integrates distributive, procedural, interpersonal and informational justice in relation to ethical behaviour. By applying an adapted survey questionnaire, data were collected from teaching staff at public sector higher education institutions. Multiple regression analysis was applied to 360 samples and this showed that distributive and procedural justice have a more positive and significant impact than informational and interpersonal justice on the ethical behaviour of employees. This is an empirical study which may contribute to the literature on ethical behaviour, organisational development and employee development.

Dans cette recherche, nous examinons l'effet de la justice interpersonnelle du groupe de travail sur les comportements innovants. D'abord, nous nous interrogeons sur le rôle médiateur joué par l'identification au groupe dans cette relation au niveau individuel d'analyse. Ensuite, nous examinons le rôle modérateur de la réflexivité sur ce mécanisme de médiation au même niveau d'analyse. Enfin, nous nous interrogeons sur le rôle de l'identification au groupe et l'engagement collectif au travail comme médiateurs en série des effets de la justice interpersonnelle du groupe sur les comportements innovants au niveau du groupe d'analyse sous l'angle des climats de justice. Deux études ont été menées afin de tester notre modèle. La première étude a été menée auprès de 204 employés d'hôpitaux tunisiens. Ses résultats montrent que l'effet indirect de la justice interpersonnelle du groupe de travail sur les comportements innovants, à travers l'identification au groupe, sera modéré par la réflexivité du groupe. La deuxième étude a été menée auprès de 528 étudiants regroupés dans 114 groupes de travail. Les données de cette étude ont été testées en utilisant une approche de modélisation multi niveaux par équations structurelles. Ses résultats montrent l'impact du climat de justice interpersonnelle du groupe sur les comportements individuels innovants à travers l'identification au groupe et l'engagement collectif au travail. Les implications théoriques et pratiques seront discutées. / In this research, we examine the effect of the interpersonal justice of the working group on innovative behaviors. First, we question the mediating role played by group identification in this relationship at the individual level of analysis. Next, we examine the moderating role of reflexivity on this mediation mechanism at the same level of analysis. Finally, we question the role of group identification and collective engagement at work as serial mediators of the effects of group interpersonal justice on innovative behaviors at the level of the analysis group in terms of climates of justice. Two studies were conducted to test our model. The first study was conducted among 204 Tunisian hospital employees. His results show that the indirect effect of the interpersonal justice of the working group on innovative behaviors, through identification with the group, will be moderated by the group's reflexivity. The second study was conducted with 528 students in 114 working groups. The data from this study were tested using a multi-level structural equation modeling approach. His results show the impact of the group's interpersonal justice climate on innovative individual behaviors through group identification and collective engagement at work. Theoretical and practical implications will be discussed.

The purpose of this study was to integrate research on Leader-Member Exchange (LMX) and organizational justice by proposing and evaluating plausible interactions between LMX and the various dimensions of organizational justice. In addition, this study contributes to the sparse literature on antecedents to LMX by including three previously unexamined antecedents, which consist of basic intra- and interpersonal motivations (i.e., attachment, identity, and regulatory focus), that are under-researched compared to personality and demographic variables. Data were collected from 150 supervisor-subordinate dyads. Results revealed several significant LMX by justice interactions and indicated that interdependent identity levels (relational and collective) and promotion regulatory focus are positively related to LMX quality. Implications and directions for future research are discussed.

The main purpose of the study was to investigate the role of Big Five personality dimensions (Extraversion, Conscientiousness, Openness to Experience, Neuroticism and Agreeableness) and justice perceptions (procedural, distributive, informational and interactional justice) on social loafing in a field setting. Another purpose was to explore potential moderation effects of personality and justice dimensions on social loafing. Data was gathered both from employees and their supervisors working in three leading software companies in Ankara, Turkey. The study was conducted in two phases. In the pilot study, social loafing and perceived coworker social loafing scales were developed. Task visibility scale was adapted to Turkish. The internal consistency reliabilities of the scales were tested by a pilot study with a sample of 53 employees. In the main study, hypothesis and potential moderation effects were tested by gathering data from 156 participants. Results supported only two hypotheses proposing positive relations between extraversion &amp / social loafing and neuroticism &amp / social loafing. Investigating potential moderators, distributive justice turned out to be moderator on the relation between extraversion and social loafing. Moreover, conscientiousness had moderation effect on the relation between informational justice and social loafing. The results were discussed along with practical implications, limitations of the study and future directions.

Ce mémoire vise principalement à déterminer l’effet médiateur de la justice organisationnelle entre le leadership d’habilitation des supérieurs immédiats et la détresse psychologique des employés. Deux objectifs principaux sont poursuivis. Le premier consiste à identifier l’impact du leadership d’habilitation sur la détresse psychologique. Le second objectif vise à déterminer le rôle médiateur de la justice organisationnelle, plus précisément la justice distributive, la justice procédurale, la justice interpersonnelle et la justice informationnelle, entre le leadership d’habilitation exercé envers un subordonné et la détresse psychologique. Les données secondaires qui nous permettent de faire les analyses statistiques nécessaires ont été recueillies dans le cadre d’une étude réalisée dans le secteur de la fabrication métallique industrielle (FMI) du Québec. Un total de 741 employés ont été sondés à l’aide de questionnaires. Des analyses d’équations structurelles ont permis de compléter nos analyses. Les résultats indiquent que le leadership d’habilitation seul ne permet pas de réduire les niveaux de détresse psychologique d’un subordonné. Cependant, les hypothèses concernant le rôle médiateur de la justice distributive et de la justice procédurale ont été confirmées. Pour conclure, ces résultats montrent que le leadership d’habilitation jumelé à la perception d’un haut niveau de justice distributive ou procédurale a un impact significatif sur la diminution de la survenance de détresse psychologique. Ainsi, il est dans l’intérêt des organisations du secteur de la fabrication métallurgique au Québec d’influencer les supérieurs immédiats d’appliquer un leadership d’habilitation tout en portant une attention particulière à la distributive des ressources ainsi qu’à l’élaboration des procédures. / The main objective of this research is to determine the mediating effect of organizational justice between the empowering leadership of immediate superiors and the psychological distress of employees. Two main objectives are pursued. The first is to identify the impact of empowering leadership on psychological distress. The second objective aims to determine the mediating role of organizational justice, more precisely distributive justice, procedural justice, interpersonal justice and informational justice, between the empowering leadership exercised towards a subordinate and psychological distress. The secondary data that allow us to make the necessary statistical analyzes were collected as part of a study carried out in the industrial metalworking sector of Quebec. A total of 741 employees were surveyed using questionnaires. Analyzes of structural equations completed our analyzes. The results indicate that empowering leadership alone does not reduce a subordinate’s levels of psychological distress. However, the hypotheses concerning the mediating role of distributive and procedural justice have confirmed. To conclude, these results show that empowering leadership combined with the perception of a high level of distributive or procedural justice has a significant impact on the reduction of the occurrence of psychological distress. Thus, it is in the interest of organizations in the metalworking sector of Quebec to influence the immediate superiors to apply empowering leadership while paying particular attention to the distribution of resources as well as to the elaboration of procedures.

La littérature présente l’accès à la justice comme une question assez controversée, et mentionne plus souvent les coûts financiers que les coûts humains subis par les justiciables, et porte son attention sur les victimes d’actes criminels plutôt que sur les individus qui en commettent. En ce sens, ce mémoire visait à documenter l’expérience (que nous appelons le « vécu ») des coûts des justiciables lors des procédures judiciaires. De plus, en nous basant sur le constat de Gramatikov (2009) selon lequel l’expérience judiciaire est unique à chacun, nous voulions présenter les paramètres modelant les conséquences de ces vécus. En nous attardant sur l’expérience pénale de 19 justiciables, nous avons pu constater l’importance de prendre en considération les paramètres facilitant l’expérience des coûts et la nécessité de certains changements dans le système pénal afin de rendre l’expérience judiciaire moins coûteuse et plus égalitaire. Nous considérons que les paramètres susceptibles d’en réduire les coûts et de faciliter le vécu des justiciables à cet égard sont des ressources indispensables à l’accès à la justice. En prenant conscience de la singularité de l’expérience judiciaire et de l’interdépendance des coûts et des inégalités, nous soulignons néanmoins l’importance de ressources d’accompagnement offertes (membres de la famille ou groupes spécialisés, médias, acteurs judiciaires et leur travail) dans la consolidation et le vécu des coûts. Concrètement, en ce qui concerne les failles du système, nous mettons l’accent sur la nécessité de réduire les délais, l’opacité et la complexité des procédures, en plus de réfléchir aux conditions imposées et aux conséquences collatérales des procédures. Après réflexion et en mettant en évidence les principaux obstacles à l’accès à la justice, qui sont également responsables de l’iniquité judiciaire, il nous a été possible de présenter l’iniquité judiciaire comme un reflet des iniquités sociales. / The literature presents access to justice as a controversial issue and more often mentions the financial costs rather than the human costs suffered by litigants and focuses its attention on the victims of criminal acts rather than on the individuals who commit them. In this sense, this thesis aimed to document the experience of the costs of litigants during legal proceedings. Moreover, based on Gramatikov’s (2009) observation that the judicial experience is unique to everyone, we wanted to present the parameters shaping the impact of these experiences. By focusing on the penal experience of 19 litigants, we were able to observe the importance of taking into consideration the parameters facilitating the experience of costs and the need for certain changes in the criminal justice system to make the judicial experience less costly and more egalitarian. We consider that the parameters that are likely to reduce costs and make it easier for litigants to cope with them are essential resources for access to justice. By becoming aware of the singularity of the legal experience and the interdependence of costs and inequality, we nevertheless stress the importance of the support resources offered (family members or specialized groups, the media, judicial actors and their work) in the consolidation and experience of costs. In concrete terms, with regard to the flaws in the system, we emphasize the need to reduce the delays, the opacity and the complexity of the procedures, in addition to reflecting on the conditions imposed and the collateral consequences of the procedures. After reflection and by highlighting major barriers to access to justice that are also responsible for judicial inequality, it was possible to present judicial inequality as a reflection of social inequalities.

Counterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and informational) and the mediating effect of state affect. The current paper meta-analyzed the relationships between justice, CWB, and state affect and found that justice was negatively related to dimensions of CWB and state positive/negative affect were negatively/positively related to CWB dimensions, respectively. However, mediation of the relationship between justice and CWB by state affect was inconsistent across justice types and CWB dimensions. These findings suggests that, while managers should maintain an awareness of justice and state affect as individual predictors of CWBs, the current study does not necessarily support the claim that state affect explains the relationship between justice and counterproductive work behavior dimensions.