THIRD-PARTY REACTIONS TO EMPLOYEE (MIS)TREATMENT: A JUSTICE PERSPECTIVE |
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| Institution: | 1. CoMPLEX, University College London;2. Department of Genetics, Evolution and Environment, University College London;1. Department of Management and Technology, Center for Research in Innovation Organization Strategy & Entrepreneurship, Bocconi University, Milan, 20135, Italy;2. Organisational Behavior and Human Resources, Lee Kong Chian School of Business, Singapore Management University, 50, Stamford Road, Singapore, 178899, Singapore;3. Bowling Green State University, Department of Psychology, 240 Psychology Building, Bowling Green, OH 43402, USA;4. Industrial/Organizational Psychology, University of Akron, Akron, OH 44325-1901, USA |
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| Abstract: | To date, theory and research on organizational justice has tended to focus on the victim’s (i.e. the employee’s) perspective; the third party’s perspective has received relatively little systematic attention. In this chapter we develop a model describing how third parties make fairness judgments about an employee’s (mis)treatment by an organization or its agents (including supervisors and peers). Our model also identifies factors that can predict whether third parties will act on their unfairness perceptions. We identify several distinctions between the victim’s and third party’s perspectives. We conclude by explaining how the third party’s perspective offers numerous opportunities and challenges for research. |
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