Identifying international assignees at risk for premature departure: The interactive effect of outcome favorability and procedural fairness.

Abstract

Two studies examined factors that predict expatriate managers' tendencies to think seriously about departing prematurely from their international assignments. Previous research (conducted outside of the expatriate context) has shown that individuals' willingness to stay with or leave their positions is an interactive function of outcome favorability and procedural fairness. A conceptually analogous interaction effect was found in the present studies. Whereas expatriates more seriously thought of departing prematurely when they perceived the non-work-related outcomes of their overseas assignments to be less favorable, this tendency was much less pronounced when procedural fairness was relatively high. Theoretical and practical implications are discussed, as are limitations of the studies and suggestions for future research.

How fairness perceptions make innovative behavior more or less stressful

“…Advances in theory and research on fairness perceptions suggest that employees' reactions to distributive unfairness in the exchange relationship depend upon the fairness of procedures used by the organization to determine employees' investments and rewards (e.g., Brockner, 2002;Brockner & Wiesenfield, 1996;Garonzik et al, 2000;Greenberg, 1990;Leventhal, Karuza, & Fry, 1980;Schaubroeck, May, & Brown, 1994;Skarlicki & Folger, 1997). That is, when procedural fairness is high, employees appear to be less affected by unfavorable outcomes than when procedural fairness is low.…”

“…However, an alternative model can be developed based on theories and findings in the realms of organizational fairness, person-environment fit, and individual innovaton. It is well known in the fairness literature that both distributive unfairness and procedural unfairness lead to employee stress (e.g., Adams, 1965;Brockner, 2002;Brockner & Wiesenfield, 1996;Garonzik et al, 2000;Greenberg, 1990;Leventhal et al, 1980;Schaubroeck et al, 1994;Siegrist, 1996;Skarlicki & Folger, 1997). According to person-environment fit theory (Caplan, 1983;Edwards & Cooper, 1990;French, Caplan, & Van Harrison, 1982), an elevated state of stress activates employees to cope by adapting themselves to the work stressors or by modifying the work context.…”

“…Fairness in procedures refers to the degree to which these procedures are based on justice principles of accuracy, representativeness, consistency, correctability, bias suppression, and ethics (Leventhal, Karuza, & Fry, 1980;Skarlicki & Folger, 1997). Prior research indicated that employees tend to react destructively to unfavorable rewards when they experience the procedures leading to those rewards as unfair, whereas fair procedures lead employees to accept unsatisfactory rewards (e.g., Brockner, 2002;Garonzik, Brockner, & Siegel, 2000;Skarlicki & Folger, 1997). Based on this research on the interactive effect of distributive and procedural fairness on employees' reactions, I propose that innovative behavior is most stressful when both distributive and procedural fairness are low.…”

Een procedureel rechtvaardiger arbitragesysteem als remedie tegen kwetsende spreekkoren in voetbalstadions

“…Dit effect verwijst naar het feit dat mensen beter met nadelige uitkomsten kunnen leven wanneer de procedurele rechtvaardigheid hoog is in plaats van laag (Brockner & Wiesenfeld, 1996;Garonzik, Brockner & Siegel, 2000;Schaubroeck, May & Brown, 1994;Van den Bos e.a., 1999). De resultaten in dit onderzoek laten echter ook zien dat wanneer de gevolgde procedure vrij eenduidig toont dat een beslissing van een scheidsrechter onjuist is, de verbale agressie ook kan toenemen.…”

A model of expatriate withdrawal-related outcomes: Decision making from a dualistic adjustment perspective

“…In addition, personal costs of unsuccessful assignments include loss of self-esteem, selfconfidence, and prestige among one's peers, and reduced motivation and unwillingness to provide support to other expatriates (Garonzik et al, 2000).…”