Prof. Jacqueline Coyle-Shapiro - London School of Economics, UK
Prof. Debra Shapiro - University of Maryland, USA
Dr. Hayley German - University of Bradford, UK
Dr. Soydan Soylu - Middlesex University, UK
Dr. Mike Baer - Arizona State University, USA
MSc Psychological Assessment at Work (MANM360; Module Convenor)
MSc Organisational Behaviour (MANM024)
MBA (FT//PT) Organisational Behaviour
May 2014 - present: Department Convenor, Business and External Engagement
I am a researcher within the University of Surrey's Quality of Working Life cluster
2016: UK University - Design of Assessment Centre Case Methodology.
2013 - 2014: London Bus Company - Report on: Outputs of Research on Employee Engagement and Satisfaction.
2012: Energy Company - Competency Framework Development.
2012: NHS Primary Care Trust - Design of Talent Management System.
Many employees feel a general sense of unfairness toward their supervisors. A common reaction to such unfairness is to talk about it with coworkers. The conventional wisdom is that this unfairness talk should be beneficial to the aggrieved employees. After all, talking provides employees with an opportunity to make sense of the experience and to “let off steam.” We challenge this perspective, drawing on cognitive-motivational-relational theory to develop arguments that unfairness talk leads to emotions that reduce the employee’s ability to move on from the unfairness. We first tested these proposals in a three-wave, two-source field study of bus drivers (Study 1), then replicated our findings in a laboratory study (Study 2). In both studies we found that unfairness talk was positively related to anger and negatively related to hope. Those emotions went on to have direct effects on forgiveness and indirect effects on citizenship behavior. Our results also showed that the detrimental effects of unfairness talk were neutralized when the listener offered suggestions that reframed the unfair situation. We discuss the implications of these results for managing unfairness in organizations.
Dhensa, R. (2011). It's Good to Talk: Examining the Effectiveness of Talking as a Victim- Centered Recovery from Organizational Injustice. Academy of Management Best Paper Proceedings (San Diego, USA).
Baer, M., Rodell, J., Dhensa-Kahlon, R. K., Colquitt, J.A., Outlaw, R. (2015). The Effects of Talking About Supervisor Unfairness. Academy of Management Best Paper Proceedings. In M. Lensges, S. Masterson, and J. Koopman (Chairs), Exploring Alternative Questions: Established vs. Emerging issues in Justice Research (Vancouver, Canada).
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Page Created: Tuesday 28 June 2016 09:55:14 by pj0010
Last Modified: Tuesday 10 October 2017 11:18:20 by rd0025
Expiry Date: Thursday 28 September 2017 09:53:50
Assembly date: Sun Jan 21 00:52:08 GMT 2018
Content ID: 164710