Fairness theory represents a widely cited framework for modeling the cognitive processes that underlie the formation of fairness perceptions in the workplace. Nonetheless, imprecise language and scant empirical research limit its ability to further organizational justice research. Therefore, in this dissertation I provide a review and critique of fairness theory suggesting several revisions. I then build upon this revised model to develop a new model of fairness perception formation. The developed model is tested via a laboratory experiment and a field study, both of which provide initial evidence in favor of the proposed model.
| Identifer | oai:union.ndltd.org:arizona.edu/oai:arizona.openrepository.com:10150/338683 |
| Date | January 2014 |
| Creators | Birk, Samuel J. |
| Contributors | Gilliland, Stephen W., Gilliland, Stephen W., Podsakoff, Nathan P., Ellis, Aleksander P. |
| Publisher | The University of Arizona. |
| Source Sets | University of Arizona |
| Language | en_US |
| Detected Language | English |
| Type | text, Electronic Dissertation |
| Rights | Copyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author. |
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