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Group & Organization Management
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Are Organizational Justice Effects Bounded by Individual Differences? An Examination of Equity Sensitivity, Exchange Ideology, and the Big Five

Brent A. Scott

University of Florida

Jason A. Colquitt

University of Florida

This study explored the extent to which two theoretically derived individual differences (equity sensitivity and exchange ideology) moderated the effects of injustice on behavioral reactions. Participants (N = 707) completed hypothetical vignettes that manipulated distributive, procedural, and interpersonal justice and assessed potential reactions in terms of task performance, citizenship, withdrawal, and counterproductive behavior. Results showed that exchange ideology, but not equity sensitivity, emerged as a significant moderator of several justice-outcome relationships. In addition, a usefulness analysis comparing the moderating potential of the more narrow equity sensitivity and exchange ideology variables to the broader Big Five revealed that the two narrow variables were more impactful moderators than were the Big Five, though these differences were because of the effects of exchange ideology.

Key Words: justice • personality • equity • social exchange

Group & Organization Management, Vol. 32, No. 3, 290-325 (2007)
DOI: 10.1177/1059601106286877
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