The DOI matches its Crossref record; 3 of the 3 references it cites were found in a registry or an index.
Unfairness and resistance to change: hardship as mistreatment
Abstract
Proposes that organizational fairness is a psychological mechanism that can mediate employee resistance to change. Focuses on resentment‐based resistance as a subset of all possible resistance behaviors. Uses referent cognitions theory to explain why organizational change not only increases employees’ sensitivity to fairness, but also why change is frequently perceived as a loss. Recent theoretical and empirical research is presented that suggests if researchers and managers focus on the effects of any one of these three types of justice (i.e. distributive, procedural or interactional justice), they might fail to address resistance adequately. Examines how the three forms of justice interact to predict resistance to change, and provides some implications of this interaction effect for change managers.
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Citations
Cites
Adams, J. S. (1965) · Advances in Experimental Social Psychology · doi:10.1016/s0065-2601(08)60108-2 · Cited by 10,818
The Social Psychology of Procedural Justice
Lind, E. A., & Tyler, T. R. (1988) · Critical Issues in Social Justice · doi:10.1007/978-1-4899-2115-4 · Cited by 6,585
Understanding and managing cynicism about organizational change
Reichers, A. E., Wanous, J. P., & Austin, J. T. (1997) · Academy of Management Perspectives · doi:10.5465/ame.1997.9707100659 · Cited by 722
Cited by
Resistance to Change: The Rest of the Story
Ford, J. D., Ford, L. W., & D'Amelio, A. (2008) · Academy of Management Review · doi:10.5465/amr.2008.31193235 · Cited by 1,084
Linking justice, trust and innovative work behaviour to work engagement
A. Agarwal, U. (2014) · Personnel Review · doi:10.1108/pr-02-2012-0019 · Cited by 389
Organizational Change Recipients' Beliefs Scale: Development of an Assessment Instrument
Armenakis, A. A., Bernerth, J. B., Pitts, J. P., & Walker, H. J. (2007) · The Journal of Applied Behavioral Science · doi:10.1177/0021886307303654 · Cited by 386
Understanding the change-cynicism cycle: The role of HR
Brown, M., Kulik, C. T., Cregan, C., & Metz, I. (2017) · Human Resource Management · doi:10.1002/hrm.21708 · Cited by 63
Ramayah, T., Roy, M. H., Arokiasamy, S., Zbib, I., & Ahmed, Z. U. (2007) · International Journal of Business Information Systems · doi:10.1504/ijbis.2007.011980 · Cited by 53
Metadata
- Authors
- Folger, R., & Skarlicki, D. P.
- Venue
- Journal of Organizational Change Management
- Publisher
- Emerald
- Published
- 1999-02-01
- Volume
- 12
- Issue
- 1
- Pages
- 35-50
- ISSN
- 0953-4814 (ISSN-L)
- OpenAlex
- W2091700379
- Cited by
- 317
- References
- 3
- FWCI
- 4.81
- Type
- journal article
- Language
- en
- Open access
- closed
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- Folger, R., & Skarlicki, D. P. (1999). Unfairness and resistance to change: hardship as mistreatment. Journal of Organizational Change Management. https://doi.org/10.1108/09534819910255306
Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
