Suzanne S. Masterson

TL;DR: This paper investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships, and found that interactional fairness affects work related outcomes through a variety of social exchange relations.

TL;DR: In this paper, the concept of perceived insider status (PIS) is explored, and the authors examine two types of discretionary employee behavior, altruism and production deviance, as potential consequences of PIS.

TL;DR: In this paper, the authors developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers.

TL;DR: In this paper, an integrative framework for perceived organizational membership is proposed, which is an aggregate multidimensional construct reflecting employees' perceptions of their relationship with their employing organization, and its three underlying dimensions (need fulfillment, mattering, and belonging) offer a framework for categorizing and understanding relational tie concepts, both separately and in combination with one another.

TL;DR: This article found that although individuals did use rules reflecting the four traditional justice dimensions in assessing entity-based fairness, they more frequently used other rules, drawing on such information as the entity's attributes, their own affective state, and social information.