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April 16, 2014
 
 
Canadian Excellence

Laurie Barclay




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Laurie Barclay

When Explanations for Layoffs are not Enough: Employers Integrity as a Moderator of the Relationship between Informational Justice and Retaliation (ABSTRACT)


Skarlicki, D.P., Barclay, L.J., & Pugh, S.D.

published: 2008 | Research publication | Refereed Journals - OB/HRM

Skarlicki, D.P., Barclay, L.J., & Pugh, S.D. (2008). "When Explanations for Layoffs are not Enough: Employers Integrity as a Moderator of the Relationship between Informational Justice and Retaliation", Journal of Occupational and Organizational Psychology 81, 123-146.


ABSTRACT: Victims of downsizing often perceive their layoff as being unfair, which can lead to various forms of retaliation. Informational justice, defined as providing employees with adequate explanations in a timely manner, has been prescribed as a way to mitigate the retaliation tendencies associated with unfairness perceptions. Few studies, however, have examined contexts in which informational justice might be more vs. less effective in this regard. In the present research, we explored whether employees' perception of the employer's integrity moderates the relationship between informational justice and retaliation among layoff victims. Results from a field and laboratory study suggest that informational justice helps manage retaliation only when layoff victims perceived that their employer had high (vs. low) integrity prior to the layoff. In Study 2, we found that perceived sincerity mediated the impact of informational justice by integrity interaction on retaliation.

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revised Jul 7/08

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