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Purpose -The prevalence of body art is on the rise; particularly among college age persons. This study aims to use group norms theory (GNT) and the justification-suppression model of the expression of prejudice to examine the impact of body art such as tattoos and piercings on ratings of acceptability by co-workers. Design/methodology/approach -In a full-factorial two-by-two scenario-based experiment the authors manipulated the presence or absence of face-to-face customer contact and the interdependency of the distribution of rewards. Findings -After controlling for participants' own tattoos and piercings, impression management, openness-to-experience, and agreeableness, the authors have found that an inside sales job and independent rewards are significantly positively related to acceptability but that their interaction was not.Research limitations/implications -The limitations of this study include the fact that it is a scenario-based experiment using a fictitious co-worker and that the sample is comprised of college students. However, manipulating body art in a live confederate would likely to have been impossible and college students are in the age group in which body art is most prevalent, making them logical candidates on which to examine the hypotheses. Practical implications -Even those with body art themselves still prefer not to work with body art (non-concealable) wearers in jobs with high levels of face-to-face customer contact or in jobs in which rewards are shared equally like team-based sales. Originality/value -An experimental design is used so as to manipulate only those characteristics of the work relationship hypothesized to be of interest, while controlling for extraneous variables like attractiveness and personality in the co-worker, which vary greatly from person to person.

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Purpose -This article aims to examine the criterion-related validity of two sets of commonly used measures of organizational justice. Design/methodology/approach -Regression-based dominance analysis is used on self-report data provided by 214 working college students. Findings -The three-dimension measure of organizational justice by Moorman was compared to the four-dimension measure of Colquitt in the prediction of Colquitt's own outcomes. Results suggest that Moorman's measures may dominate Colquitt's measures on some outcomes. Practical implications -Practitioners are urged to give renewed consideration to Moorman's scales when predicting outcomes, as it appears that this three-factor measure of organizational justice may outperform the four-factor measure in some instances. Social implications -Organizations may find Moorman's parsimonious representation of justice more useful than Colquitt's version for explaining the nuances of perceptual differences regarding fairness and justice in the workplace. Originality/value -This study is, to the authors' knowledge, the first to compare Colquitt's measures of justice with Moorman's measures on a subscale-by-subscale basis.