Article first published online: 18 JAN 2012
Copyright © 2012 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 33, Issue 7, pages 1007–1026, October 2012
How to Cite
Collins, B. J., Mossholder, K. W. and Taylor, S. G. (2012), Does process fairness affect job performance? It only matters if they plan to stay. J. Organiz. Behav., 33: 1007–1026. doi: 10.1002/job.1779
- Issue published online: 18 SEP 2012
- Article first published online: 18 JAN 2012
- Manuscript Accepted: 22 DEC 2011
- Manuscript Revised: 12 OCT 2011
- Manuscript Received: 6 OCT 2010
- turnover intentions;
- job performance
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.