Does process fairness affect job performance? It only matters if they plan to stay

Authors


Brian J. Collins, Department of Management, University of Southern Mississippi, Hattiesburg, Mississippi, U.S.A. E-mail: brian.collins@usm.edu

Summary

Incorporating a social exchange perspective, we examined the joint impact of process fairness and turnover intentions on job performance. Results from two independent samples suggest that employee turnover intentions moderate relations between process fairness perceptions and employee job performance. Specifically, the positive effects of the two types of process fairness on performance were stronger for employees who planned to stay with the organization than for those who intended to leave. Copyright © 2012 John Wiley & Sons, Ltd.

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