When does procedural unfairness result in retaliation, and why do unfair-treatment recipients sometimes pursue and other times inhibit retaliation? Five studies addressed these questions. We proposed and found that regulatory focus moderates retaliation against an unfairness-enacting authority: Promotion-focus participants were more likely to retaliate than prevention-focus participants. Promotion focus was associated with, and also heightened the accessibility of, the individual self. In turn, individual-self accessibility influenced retaliation. In fact, preventionfocus participants were as retaliatory as promotion-focus participants under conditions of high individual-self accessibility. Implications for the procedural fairness and regulatory focus literatures are discussed and suggestions for future research are offered.Keywords: retaliation, unfair treatment, procedural fairness, regulatory focus, self-activation This article may not exactly replicate the final version published in the APA journal. It is not the copy of record.Unfair Treatment, Retaliation, and Self-Regulation 3
Retaliation as a Response to Procedural Unfairness: A Self-Regulatory ApproachFor many people, unfair treatment in group or organizational settings is a recurrent experience; it is also an aversive experience (Mikula, 1986;Miller, 2001;Oyserman, Uskul, Yoder, Nesse, & Williams, 2007). Aversion would be expected to result in retaliation (e.g., revenge, stealing, antisocial resource allocation). Indeed, justice researchers have considered perceived unfairness a key predictor of retaliation in employee-supervisor relationships, and they have carried out field studies to test this idea (Aquino, Tripp, & Bies, 2001;Barclay, Skarlicki, & Pugh, 2005;Bies, Tripp, & Kramer, 1997;Blader, Chang, & Tyler, 2001;Giacalone & Greenberg, 1997;Greenberg, 1993;Skarlicki & Folger, 1997). When these studies were metaanalyzed (Colquitt, Conlon, Wesson, Porter, & Ng, 2001), however, a rather surprising conclusion emerged: perceived unfairness was an inconsistent predictor of retaliation. This conclusion was echoed by subsequent bodies of research (Bembenek, Beike, & Schroeder, 2007; Colquitt, Scott, Judge, & Shaw, 2006;Posthuma, Maertz, & Dworkin, 2007). In the words of Colquitt et al. (2006), "a substantial amount of variation exists in these relationships, and … moderators could explain much of that variation (p. 111)." It appears, then, that researchers lack a clear understanding of when perceived unfairness translates into retaliation and why unfairness recipients pursue or inhibit retaliation.Some justice research has looked into affect as an explanation for the inconsistent relation between unfair treatment and retaliation (Barclay, Skarlicki, & Pugh, 2005;Bembenek et al., 2007;Bies & Tripp, 1996;De Cremer, 2007). This research has shown that negative emotions (e.g., anger, disappointment) accompany retaliation as a response to perceived unfairness, but the research has not addressed when and why people sometimes pursue and sometimes inhi...