Observing Others’ Anger and Guilt Can Make You Feel Unfairly Treated: The Interpersonal Effects of Emotions on Justice-Related Reactions

Hillebrandt, Annika; Barclay, Laurie J.

doi:10.1007/s11211-017-0290-5

Cited by 14 publications

(14 citation statements)

References 73 publications

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“…Further, broader justice literature suggests that justice-related information communicated through others' emotional cues (e.g., anger, guilt) can influence observers' judgments and associated responses [23,55] . In this respect, it is possible that child emotional expression may differentially arouse child-or self-oriented injustice appraisals in parents.…”

Section: Accepted Manuscript 28mentioning

confidence: 99%

Parental Injustice Appraisals in the Context of Child Pain: Examining the Construct and Criterion Validity of the IEQ-Pc and IEQ-Ps.

Baert

Miller

Trost

et al. 2020

The Journal of Pain

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Section: Accepted Manuscript 28mentioning

confidence: 99%

Parental Injustice Appraisals in the Context of Child Pain: Examining the Construct and Criterion Validity of the IEQ-Pc and IEQ-Ps.

Baert

Miller

Trost

et al. 2020

The Journal of Pain

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“…Recently, researchers' interest on the concept has escalated after studies demonstrated that people from outside the organization were concerned about organizational justice (Hillebrandt & Barclay, 2017). For example, the way hotel management treats its staff significantly predicts guests' responses to the organization (Zoghbi-Manrique-de-Lara et al, Blader et al (2013) looked into biases in organization which also showed significant impact to outsider's responses.…”

Section: Organizational Justice and Job Seeker Attractionmentioning

confidence: 99%

Job seeker attraction to organizational justice mediated by organizational reputation

et al. 2020

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This paper seeks to examine the stipulation individuals' perceptions of organizational justice, organizational reputation, and its effects to organization attractiveness. A total of 327 accounting and finance interns were assumed the role of job seekers. We wanted participants to evaluate organizations in which they are currently undergoing internship to increase the likelihood that they had experience during the internship and knowledge gained about the organization; thus, held informed opinions about organizational justice and reputation, and its attractiveness as a job seeker. We found the organizational justice influences job seeker attraction to an organization, even more intriguing as the relationship associated with organizational reputation. Moreover, organizations have to pay more attention particularly to the informational justice and distribution justice as the most influential variables of organizational justice to organizational reputation, in turn affects job seeker attraction. This study also empirically recognized the notion of signaling theory incorporated with brand equity to publicize a deeper explanation of the job seeker attraction process. This is the first study to show that organizational justice is an instrumental characteristic, organizational reputation is a symbolic characteristic, understanding from signaling theory and brand-equity approach and, the combination plays a substantial role in job seeker attraction concept.

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“…An ally's actions may also influence how the victim is perceived, for instance, as not being assertive enough to stand up for themselves—likely a reason why targets of discrimination sometimes refuse the help of allies (e.g., see dependency‐oriented allyship, Wiley & Dunne, 2019). Given that discrimination incidents that receive attention and are confronted are often public (Hillebrandt & Barclay, 2017), the perceptions about these multiple parties can ultimately impact the cultural norms of the organization, as well as the perceptions of the organization. Further, when instances of discrimination are openly condemned (or condoned), the levels of the egalitarianism of the observers themselves are strongly influenced such that observers' levels of egalitarianism may increase (or decrease) following the observations (or lack thereof) of a prejudice intervention (Blanchard et al, 1994).…”

Section: Introductionmentioning

confidence: 99%

Should I “check my emotions at the door” or express how I feel? Role of emotion regulation versus expression of male leaders speaking out against sexism in the workplace

Warren

Sekhon

Winkelman

et al. 2022

J Applied Social Pyschol

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As witnesses to workplace sexism, male leaders have the opportunity to leverage both their relative social privilege as men and authority as leaders to enact allyship. However, allyship is fraught. Expression of indignation may be viewed by observers as unprofessional, yet a muted response may lead observers to question their motives for allyship. Further, allyship that does not hit the mark may have a ripple effect on observers' perceptions of the leader‐ally, victim, transgressor, and organization. Thus, the present research (1) examined whether emotion expression during allyship influences observers' motive inferences of the leader‐ally, (2) examined whether emotion expression influences favorability of the leader‐ally, and (3) explored how a leader‐ally's emotional (or not) allyship behavior influences observers' perceptions of the victim, transgressor, and organization. Study 1 (n = 298) showed that prejudice confrontation accompanied by anger or sadness (vs. not) is associated with intrinsic motive inferences of the leader‐ally, and anger is seen as more appropriate and sincere when confronting prejudice. Study 2 (n = 112) showed that the leader‐ally was viewed as more favorable when prejudice confrontation was accompanied by anger (vs. not) because the leader‐ally was perceived as more sincere. Finally, qualitative data from thought‐listings across both studies showed that leader‐allies' anger expression was associated with greater calls for accountability of the transgressor and more positive impressions of the organization. However, anger expression also wrought highly polarized responses toward the victim, consisting of both support and victim‐blaming. Thus, authentic but measured emotion expression during confrontation is recommended.

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Observing Others’ Anger and Guilt Can Make You Feel Unfairly Treated: The Interpersonal Effects of Emotions on Justice-Related Reactions

Cited by 14 publications

References 73 publications

Parental Injustice Appraisals in the Context of Child Pain: Examining the Construct and Criterion Validity of the IEQ-Pc and IEQ-Ps.

Parental Injustice Appraisals in the Context of Child Pain: Examining the Construct and Criterion Validity of the IEQ-Pc and IEQ-Ps.

Job seeker attraction to organizational justice mediated by organizational reputation

Should I “check my emotions at the door” or express how I feel? Role of emotion regulation versus expression of male leaders speaking out against sexism in the workplace

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