Kan oneerlijkheid gevoelens van verbittering op het werk teweegbrengen?
“Dat is niet eerlijk!” Het is een zin die ons niet alleen bekend in de oren klinkt door de tekenfilmserie Calimero, maar eveneens dagelijkse realiteit is voor de maaltijdbezorgers van Deliveroo, UberEats en TakeAway. Uit recent onderzoek aan de KU Leuven blijkt namelijk dat deze maaltijdbezorgers het gevoel hebben dat ze oneerlijk behandeld worden. Maar bracht dat ook gevoelens van verbittering op het werk met zich mee?
Appwerkers
Tegenwoordig kun je er niet meer naast kijken: maaltijdbezorgers, inclusief hun felgekleurde jassen met Deliveroo-, UberEats- of TakeAway-logo, vullen steeds meer het straatbeeld op. Deze maaltijdbezorgers worden ook weleens appwerkers genoemd. Wat? Appwerkers zijn individuen die, op zelfstandige basis of in loondienst, kleine bezorgopdrachten uitvoeren die via een applicatie op de smartphone worden toegestuurd. Een algoritme volgt de appwerkers nauwgezet op en beslist wie welke bezorgopdracht krijgt. Hier knelt het schoentje. Steeds vaker komen appwerkers op straat om te protesteren tegen de oneerlijke en onmenselijke werking van de algoritmes. De KU Leuven vroeg zich af hoe dergelijke oneerlijke ervaringen de mentale gezondheid negatief kan beïnvloeden, en meer bepaald of deze een gevoel van verbittering op het werk teweegbrengen.
Werkverbittering, wablief?
Nog nooit van werkverbittering gehoord? Dan ben je zeker niet de enige! In mensentaal uitgedrukt is het een emotionele reactie als gevolg van een oneerlijke gebeurtenis, een belediging of schending van het vertrouwen op het werk. Concreet is het een negatieve emotie die aan je knaagt en een gevoel van bitterheid veroorzaakt. Maar hoe kan een algoritme aan de oorzaak liggen van werkverbittering? Appwerkers komen steeds vaker op straat door de oneerlijke werking van de algoritmes. Niet iedereen krijgt even veel bezorgopdrachten en dat wordt als oneerlijk beschouwd. Uit de definitie van werkverbittering is duidelijk dat oneerlijkheid een oorzaak is van werkverbittering. Bijgevolg kan het zijn dat algoritmes voor werkverbittering kunnen zorgen.
Doel
Het doel van het KU Leuven onderzoek was om na te gaan of oneerlijkheid gevoelens van werkverbittering uitlokt bij appwerkers van Deliveroo, UberEats en TakeAway. Om hierop een antwoord te bieden, maakten we gebruik van een dagboekstudie. Hierbij vroegen we aan 42 werknemers om gedurende vier dagen een dagelijkse enquête in te vullen waarin gepeild werd naar hun perceptie van oneerlijkheid en werkverbittering op die specifieke dag.
Niet enkel Calimero
Wat blijkt? Uit analyses kwam naar voren dat mensen die op een bepaalde dag te maken krijgen met een oneerlijke gebeurtenis zich verbitterd zullen voelen gedurende diezelfde dag. Hieruit kan afgeleid worden dat er een positief verband is tussen oneerlijkheid en werkverbittering. Het is dus duidelijk dat de appwerkers van Deliveroo, UberEats en TakeAway zich regelmatig verbitterd voelen vanwege de oneerlijke gebeurtenissen op het werk. Het omgekeerde is eveneens waar: appwerkers zullen zich niet verbitterd voelen op dagen zonder oneerlijke gebeurtenissen. Dit bevordert op zijn beurt de werksfeer en het mentaal welzijn van de appwerkers. Het is daarom belangrijk om als werkgever de nodige aandacht te besteden aan de eerlijkheid van de gebruikte algoritmes. Kortom: oneerlijkheid komt niet enkel in de tekenfilmserie Calimero aan bod, maar is voor appwerkers helaas een dagelijkse realiteit die aangepakt moet worden.
Sara Derudder
Bibliografie
Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology (Vol. 2, pp. 267-299). https://doi.org/10.1016/S0065-2601(08)60108-2
Adams, J. S., Adams Quagrainie, F., & Klobodu, E. K. M. (2014). Psychological contract formation: The influence of demographic factors. International Area Studies Review, 17(3), 279- 294. https://doi.org/10.1177/2233865914545523
Aggarwal, U., & Bhargava, S. (2010). Predictors and Outcomes of Relational and Transactional Psychological Contract. Psychological Studies, 55(3), 195-207. https://doi.org/10.1007/s12646- 010-0033-2
Almalis, N. D, Tsihrintzis, G. A, Karagiannis, N., & Strati, A. D. (2015). FoDRA - A new content- based job recommendation algorithm for job seeking and recruiting. 2015 6th International Conference on Information, Intelligence, Systems and Applications (IISA), 1-7.https://doi.org/10.1109/IISA.2015.7388018
Ambrose, M. L., & Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 94(2), 491-500. https://doi.org/10.1037/a0013203
Anderson, T. (2019). Likelihood Ratio Tests. Retrieved April, 28, 2021, from https://api.rpubs.com/tomanderson_34/lrt
Anggraeni, Ade Irma. (2018). The effect of psychological contract, perceived organizational support, and value congruence on organizational citizenship behavior: Social exchange theory perspectives. Quality - Access to Success, 19(162), 67–72.
Aquino, K., & Reed, A. (2002). The self-importance of moral identity. Journal of Personality and Social Psychology, 83(6), 1423-1440. https://doi.org/10.1037/0022-3514.83.6.1423
Ashford, S. J., Caza, B. B., & Reid, E. M. (2018). From surviving to thriving in the gig economy: A research agenda for individuals in the new world of work. Research in Organizational Behavior, 38, 23-41. https://doi.org/10.1016/j.riob.2018.11.001
Bakker, A. B, & Oerlemans, W. G.M. (2019). Daily job crafting and momentary work engagement: A self-determination and self-regulation perspective. Journal of Vocational Behavior, 112, 417– 430. https://doi.org/10.1016/j.jvb.2018.12.005
Bal, P. M., De Lange, A. H, Jansen, P. G. W, & Van Der Velde, M. E. G. (2008). Psychological contract breach and job attitudes: A meta-analysis of age as a moderator. Journal of Vocational Behavior, 72(1), 143-158. https://doi.org/10.1016/j.jvb.2007.10.005
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173. Retrieved fromhttps://www.researchgate.net/publication/281274059_The_moderator- mediator_variable_distinction_in_social_psychological_research_Conceptual_strategic_and_sta tistical_considerations
Bies, R. J. (2001). Interactional (in)justice: The sacred and the profane. Retrieved from
http://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Justice/Inte… eSacredAndTheProfane_Bies.pdf
Bingham, J. B. (2005). Multiple obligations: distinguishing the dimensionality and confirming the role of ideology within the psychological contract framework (PhD theses). Texas A&M University. Retrieved from https://core.ac.uk/download/pdf/4271307.pdf
Birtch, T. A., Chiang, F. F. T., & Van Esch, E. (2016) A social exchange theory framework for understanding the job characteristics–job outcomes relationship: the mediating role of psychological contract fulfillment, The International Journal of Human Resource Management, 27:11, 1217-1236, doi: 10.1080/09585192.2015.1069752
Blakely, G. L., Andrews, M. C., & Moorman, R. H. (2005). The moderating effects of equity sensitivity on the relationship between organizational justice and organizational citizenship behaviors. Journal of Business and Psychology, 20(2), 259. https://doi.org/10.1007/s10869-005- 8263-3
Blasi, A. (1980). Bridging moral cognition and moral action: A critical review of the literature. Psychological Bulletin, 88(1), 1-45. https://doi.org/10.1037/0033-2909.88.1.1
Braganza, A., Chen, W., Canhoto, A., & Sap, S. (2020). Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust. Journal of Business Research, Journal of business research, 2020-08.https://doi.org/10.1016/j.jbusres.2020.08.018
Brebels, L., De Cremer, D., Van Dijke, M., & Van Hiel, A. (2011). Fairness as Social Responsibility: A Moral Self-Regulation Account of Procedural Justice Enactment. British Journal of Management, 22(1), S47-S58. https://doi.org/10.1111/j.1467-8551.2010.00715.x
Brockner, J., Tyler, T.R, & Cooper-Schneider, R. (1992). The Influence of Prior Commitment to an Institution on Reactions to Perceived Unfairness: The Higher They Are, The Harder They Fall. Administrative Science Quarterly, 37(2), 241-261. https://doi.org/10.2307/2393223
Cassar, V., & Buttigieg, S. C. (2015), Psychological contract breach, organizational justice and emotional well-being, Personnel Review, Vol. 44 No. 2, pp. 217-235. https://doi.org/10.1108/PR- 04-2013-0061
Cleeren, K. (2020). Business Research Methods: qualitative research. [powerpoint]. Antwerpen: KU Leuven
Cohen-Charash, Y., & Spector, P.E. (2001). The Role of Justice in Organizations: A Meta- Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321. https://doi.org/10.1006/obhd.2001.2958
Cojuharenco, I., & Patient, D. (2013). Workplace fairness versus unfairness: Examining the differential salience of facets of organizational justice. Journal of Occupational and Organizational Psychology, 86(3), 371–393. https://doi.org/10.1111/joop.12023
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400. Retrieved from https://psycnet.apa.org/doi/10.1037/0021-9010.86.3.386
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. The Journal of Applied Psychology, 86(3), 425-445. https://doi.org/10.1037//0021-9010.86.3.425
Colquitt, J.A., & Zipay, K.P. (2015). Justice, Fairness, and Employee Reactions. Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 75-99. https://doi.org/10.1146/annurev-orgpsych-032414-111457
Conway, N., & Briner, R. (2002). A Daily Diary Study of Affective Responses to Psychological Contract Breach and Exceeded Promises. Journal of Organizational Behavior, 23(3), 287-302. Retrieved April 8, 2021, from http://www.jstor.org/stable/4093805
Cools, M. (2020). Business Research Methods: qualitative research. [powerpoint]. Antwerpen: KU Leuven
Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management: An investigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302. https://doi.org/10.2307/2393226
Cropanzano, R. (2001). Justice in the workplace. 2: From theory to practice. Erlbaum.
Cropanzano, R. S., & Ambrose, M. L. (2015). Organizational Justice. The Oxford Handbook of Justice in the Workplace (Vol. 1, Oxford Library of Psychology, pp. The Oxford Handbook of Justice in the Workplace, 2015-07-01, Vol.1). Oxford University Press. doi:10.1093/oxfordhb/9780199981410.013.1
Cropanzano, R., & Mitchell, M. S. (2016). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
Cropanzano, R., Bowen, D. E., & Gilliland, S.W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48. https://doi.org/10.5465/AMP .2007.27895338
De Stefano, V. (2016). Crowdsourcing, the gig-economy, and the law. Comparative Labor Law & Policy Journal, 37(3), 461-470. Retrieved from https://heinonline- org.kuleuven.ezproxy.kuleuven.be/HOL/Page?collection=journals&handle=hein.journals/cllpj37 &id=498&men_tab=srchresults
De Volder, S. (2019). Barrières en succesfactoren bij implementatie van zelfroosteren in vlaamse woonzorgcentra (Dissertation). Universiteit Gent, Master in het Management en het Beleid van de Gezondheidszorg, Gent
Deng, X. N., Joshi, K. D., & Galliers, R. D. (2016). The Duality of Empowerment and Marginalization in Microtask Crowdsourcing: Giving Voice to the Less Powerful Through Value Sensitive Design. MIS Quarterly, 40(2), 279-302. https://doi.org/10.25300/MISQ/2016/40.2.01
Duggan, J., Sherman, U., Carbery, R., & McDonnell, A. (2019). Algorithmic management and app-work in the gig economy: A research agenda for employment relations and HRM. Human Resource Management Journal, 30(1), 114-132. https://doi.org/10.1111/1748-8583.12258
Duran, F., Bishopp, D., & Woodhams, J. (2019). Relationships between psychological contract violation, stress and well-being in firefighters. International Journal of Workplace Health Management, 12(3), 120-133. https://doi.org/10.1108/IJWHM-09-2018-0114
Enders, C. K., & Tofighi, D. (2007). Centering predictor variables in cross-sectional multilevel models: A new look at an old issue. Psychological Methods, 12(2), 121-138. https://doi.org/10.1037/1082-989X.12.2.121
Freese, C, & Schalk, R. (2008). How to measure the psychological contract? A critical criteria- based review of measures. South African Journal of Psychology, 38(2), 269-286. https://doi.org/10.1177/008124630803800202
Fujishiro, K. (2005). Fairness at work: Its impacts on employee well-being (PhD theses). Ohio State University.
Gal, U., Jensen, T. B. & Stein, M. K. (2020). Breaking the vicious cycle of algorithmic management: A virtue ethics approach to people analytics. Information and Organization, 30(2), 100301. https://doi.org/10.1016/j.infoandorg.2020.100301
Greenberg, J. (2006). Losing sleep over organizational injustice: Attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, 91(1), 58-69. https://doi.org/10.1037/0021-9010.91.1.58
Greenberg, J. (2016). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432. https://doi.org/10.1177/014920639001600208
Griep, Y., & Vantilborgh, T. (2018). Reciprocal effects of psychological contract breach on counterproductive and organizational citizenship behaviors: The role of time. Journal of Vocational Behavior, 104, 141-153. https://doi.org/10.1016/j.jvb.2017.10.013
Guo, Q. (2019, April 22). The AI Behind LinkedIn Recruiter search and recommendation systems. Retrieved December 9, 2020, from https://engineering.linkedin.com/blog/2019/04/ai-behind- linkedin-recruiter-search-and-recommendation-systems
Hardy, S. A, & Carlo, G. (2011). Moral Identity: What Is It, How Does It Develop, and Is It Linked to Moral Action? Child Development Perspectives, 5(3), 212-218. https://doi.org/10.1111/j.1750- 8606.2011.00189.x
Hardy, S. A., Walker, L. J., Olsen, J. A., Woodbury, R. D., & Hickman, J. R. (2014). Moral identity as moral ideal self: Links to adolescent outcomes. Developmental Psychology, 50(1), 45-57. https://doi.org/10.1037/a0033598
He, H., Zhu, W., & Zheng, X. (2014). Procedural justice and employee engagement: Roles of organizational identification and moral identity centrality: JBE. Journal of Business Ethics, 122(4), 681-695. https://doi.org/10.1007/s10551-013-1774-3
Head, J., Kivimäki, M., Siegrist, J., Ferrie, J. E., Vahtera, J., Shipley, M. J., & Marmot, M. G. (2007). Effort–reward imbalance and relational injustice at work predict sickness absence: The Whitehall II study. Journal of Psychosomatic Research, 63(4), 433-440.https://doi.org/10.1016/j.jpsychores.2007.06.021
Hoffman, L., & Robert S. S. (2009) Persons as Contexts: Evaluating Between-Person and Within- Person Effects in Longitudinal Analysis, Research in Human Development, 6:2-3, 97-120, DOI: 10.1080/15427600902911189
Hofstede Insights. (2020, 8 June). Compare countries. Retrieved May 7, 2021, from https://www.hofstede-insights.com/product/compare-countries/
Holtz, B. C, & Harold, C. M. (2013). Interpersonal Justice and Deviance: The Moderating Effects of Interpersonal Justice Values and Justice Orientation. Journal of Management, 39(2), 339-365. https://doi.org/10.1177/0149206310390049
Holtz, B. C., & Harold, C. M. (2009). Fair today, fair tomorrow? A longitudinal investigation of overall justice perceptions. Journal of Applied Psychology, 94(5), 1185-1199. https://doi.org/10.1037/a0015900
Homans, G. (1958). Social Behavior as Exchange. American Journal of Sociology, 63(6), 597- 606. Retrieved from http://www.jstor.org/stable/2772990
Husted, B. W, & Folger, R. (2004). Fairness and Transaction Costs: The Contribution of Organizational Justice Theory to an Integrative Model of Economic Organization. Organization Science, 15(6), 719-729. Retrieved from https://www.jstor.org/stable/30034772
Johnson, R. E., Lanaj, K., & Barnes, C. M. (2014). The good and bad of being fair: Effects of procedural and interpersonal justice behaviors on regulatory resources. Journal of Applied Psychology, 99(4), 635-650. https://doi.org/10.1037/a0035647
Jones, S. K, & Griep, Y. (2018). "I can only work so hard before I burn out." a time sensitive conceptual integration of ideological psychological contract breach, work effort, and burnout. Frontiers in Psychology, 9, 131. https://doi.org/10.3389/fpsyg.2018.00131
Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91(1), 126-138. https://doi.org/10.1037/0021-9010.91.1.126
Journal of Occupational Health Psychology, 3
Kernan, M. C., & Hanges, P. J. (2002). Survivor reactions to reorganization: Antecedents and consequences of procedural, interpersonal, and informational justice. Journal of Applied Psychology, 87(5), 916-928. https://doi.org/10.1037/0021-9010.87.5.916
Kreft, I. G. G., de Leeuw, J., & Aiken, L. S. (1995). The effect of different forms of centering in hierarchical linear models. Multivariate Behavioral Research, 30, 1–21. https://doi.org/10.1207/ s15327906mbr3001_1.
https://doi.org/10.1037/dev0000127
Kristensen, T.F., & Borg, V. (2003). Copenhagen Psychosocial Questionnaire (COPSOQ). Copenhagen: AMI. Retrieved from https://travail- emploi.gouv.fr/IMG/pdf/english_copsoq_2_ed_2003-pdf.pdf
Kühn, S., Düzel, S., Drewelies, J., Gerstorf, D., Lindenberger, U., & Gallinat, J. (2018). Psychological and neural correlates of embitterment in old age. Psychological Trauma: Theory, Research, Practice, and Policy, 10(1), 51-57. https://doi.org/10.1037/tra0000287
Laerd Statistics. (2018). Pearson's Correlation using Stata. Retrieved April 14, 2021, from https://statistics.laerd.com/stata-tutorials/pearsons-correlation-using…
Karasek, R., Brisson, C., Kawakami, N., Houtman, I., Bongers, P., & Amick, B. (1998). The job content questionnaire (JCQ): An instrument for internationally comparative assessments of psychosocial job characteristics. (4), 322-355. https://doi.org/10.1037/1076-8998.3.4.322
Krettenauer, T., Murua, L. A., & Jia, F. (2016). Age-related differences in moral identity across adulthood. Developmental Psychology, 52(6), 972-984.
Lee, M.K. (2018). Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management. Big Data & Society, 5(1), 205395171875668. https://doi.org/10.1177/2053951718756684
Leventhal G.S. (1980) What Should Be Done with Equity Theory? In: Gergen K.J., Greenberg M.S., Willis R.H. (eds) Social Exchange. Springer, Boston, MA. Retrieved from https://doi.org/10.1007/978-1-4613-3087-5_2
Linden, M. (2003). Posttraumatic Embitterment Disorder. Psychotherapy and Psychosomatics, 72(4), 195-202. Retrieved from https://www.jstor.org/stable/48510762
Linden, M., & Rotter, M. (2018). Spectrum of embitterment manifestations. Psychological Trauma: Theory, Research, Practice, and Policy, 10(1), 1-6. https://doi.org/10.1037/tra0000307
Linden, M., Baumann, K., Rotter, M., & Schippan, B. (2008). Diagnostic criteria and the standardized diagnostic interview for posttraumatic embitterment disorder (PTED). International Journal of Psychiatry in Clinical Practice, 12(2), 93-96.https://doi.org/10.1080/13651500701580478
Liu, F., Chen, G., & Liu, Y. (2020). The Impact of Customer Mistreatment on Employee Displaced Aggression: The Moderating Effect of Interpersonal Sensitivity and Moral Identity. Frontiers in Psychology, 11, 550978.
Liu, W., He, C., Jiang, Y., Ji, R., & Zhai, X. (2020). Effect of Gig Workers' Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy-A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service. International Journal of Environmental Research and Public Health, 17(7), 2208. https://dx.doi.org/10.3390/ijerph17072208
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining co-workers’ voice behavior: JBE. Journal of Business Ethics, 154(1), 263. https://doi.org/10.1007/s10551-016-3400-7
Maxham, J.G, & Netemeyer, R.G. (2018). Firms Reap what they Sow: The Effects of Shared Values and Perceived Organizational Justice on Customers’ Evaluations of Complaint Handling. Journal of Marketing, 67(1), 46-62. https://doi.org/10.1509/jmkg.67.1.46.18591
McNeish, D. (2014) Analyzing clustered data with OLS regression: the effect of a hierarchical data structure. Mult. Linear Regres. Viewp. 40, 11–16. Retrieved from https://www.researchgate.net/publication/269336932_Analyzing_Clustered_… gression_The_Effect_of_a_Hierarchical_Data_Structure/citations
Michailidis, E. (2017) Exploring the feeling of embitterment in the workplace (PhD thesis). University of Surrey. Faculty of Health and Medical Sciences.
Michailidis, E., & Cropley, M. (2017). Exploring predictors and consequences of embitterment in the workplace. Ergonomics, 60(9), 1197-1206. https://doi.org/10.1080/00140139.2016.1255783
Michailidis, E., & Cropley, M. (2018). Investigating the predictors of workplace embitterment using a longitudinal design. Occupational Medicine (Oxford),68(8), 523-529. https://doi.org/10.1093/occmed/kqy12
Montes, S. D., & Irving, P. G. (2008). Disentangling the effects of promised and delivered inducements: Relational and transactional contract elements and the mediating role of trust. Journal of Applied Psychology, 93(6), 1367-1381. https://doi.org/10.1037/a0012851
Morrison, E.W., & Robinson, S.L. (1997). When employees feel betrayed: a model of how psychological contract violation develops. The Academy of Management Review, 22(1), 226-256. https://doi.org/10.5465/AMR.1997.9707180265
Muschalla, B., & Linden M. (2011) Embitterment and the workplace. In: Linden M., Maercker A. (eds) Embitterment. Springer, Vienna. https://doi.org/10.1007/978-3-211-99741-3_12
Nanni, M. G., Caruso, R., Sabato, S., & Grassi, L. (2018). Demoralization and embitterment. Psychological Trauma: Theory, Research, Practice, and Policy, 10(1), 14-21. https://doi.org/10.1037/tra0000326
Newman, D.T., Fast, N.J., & Harmon, D.J. (2020). When eliminating bias isn’t fair: Algorithmic reductionism and procedural justice in human resource decisions. Organizational Behavior and Human Decision Processes, 160, 149-167. https://doi.org/10.1016/j.obhdp.2020.03.008
Nimmo, S. (2018). Organizational justice and the psychological contract. Occupational Medicine (Oxford), 68(2), 83-85. https://doi.org/10.1093/occmed/kqx115
Ohly, S., Sonnentag, S., Niessen, C., & Zapf, D. (2010). Diary studies in organizational research: An introduction and some practical recommendations. Journal of Personnel Psychology, 9(2), 79- 93. https://doi.org/10.1027/1866-5888/a000009
Omar, A., Salessi, S., Vaamonde, J. D., & Urteaga, F. (2018). Psychometric properties of Colquitt's organizational justice scale in argentine workers. Liberabit, 24(1), 61-79. https://doi.org/10.24265/liberabit.2018.v24n1.05
Proost, K., Pavlinská, A., Baillien, E., Brebels, L., & Van den Broeck, A. (2013). Employees’ intention to blow the whistle: The role of fairness and moral identity. Psihologia Resurselor Umane, 11(2), 15-27. $$Uhttps://lirias.kuleuven.be/retrieve/361987$$DKarin Proost, Adríana Pavlinská, Elfi Baillien, Lieven Brebels, Anja Van den BroeckRevista PRU_nr 2_2013_v3.pdf [Available for KU Leuven users]
Raja, U., Johns, G., & Bilgrami, S. (2011). Negative consequences of felt violations: The deeper the relationship, the stronger the reaction. Applied Psychology: An International Review, 60(3), 397–420. https://doi.org/10.1111/j.1464-0597.2011.00441.x
Robbins, J. M., Ford, M. T., & Tetrick, L. E. (2012). Perceived unfairness and employee health: A meta-analytic integration. Journal of Applied Psychology, 97(2), 235-272. https://doi.org/10.1037/a0025408
Rodell, J. B., & Colquitt, J. A. (2015). Measuring Justice and Fairness. The Oxford Handbook of Justice in the Workplace (Vol. 1, Oxford Library of Psychology, pp. The Oxford Handbook of Justice in the Workplace, 2015-07-01, Vol.1). Oxford University Press. doi: 10.1093/oxfordhb/9780199981410.013.8
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139. doi: 10.1007/BF01384942
Rousseau, D. M. (2000). Psychological contract inventory (Tech. Rep. No. 2000–02). Pittsburgh, PA: The Heinz School of Public Policy and Management, Carnegie Mellon University. Retrieved fromhttps://www.researchgate.net/publication/228910231_Psychological_Contra… ical_Report
Rupp, D. E, Shao, R., Thornton, M. A, & Skarlicki, D. P. (2013). Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First-Party Justice Perceptions and Moral Identity. Personnel Psychology, 66(4), 895-933. https://doi.org/10.1111/peps.12030
Sadicaris, E. (2009). Invloed van rechtvaardigheidsprincipes op attitudes ten overstaan van vrouwelijke versus mannelijke leidinggevenden: een empirische studie (Dissertation). Universiteit Gent, Master in de Psychologie, afstudeerrichting Bedrijfspsychologie & Personeelsbeleid, Gent
Sensky, T. (2010). Chronic Embitterment and Organisational Justice. Psychotherapy and Psychosomatics, 79(2), 65-72. doi: 10.2307/48511243
Sensky, T., Salimu, R., Ballard, J., & Pereira, D. (2015). Associations of chronic embitterment among NHS staff. Occupational Medicine (Oxford), 65(6), 431-436. https://doi.org/10.1093/occmed/kqv089
Skarlicki, D. P., van Jaarsveld, D. D., & Walker, D. D. (2008). Getting even for customer mistreatment: The role of moral identity in the relationship between customer interpersonal injustice and employee sabotage. Journal of Applied Psychology, 93(6), 1335-1347. https://doi.org/10.1037/a0012704
Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological Methodology, 290–312. San Francisco: Jossey-Bass.
Suazo, M. M., Turnley, W. H., & Mai-Dalton, R. (2005). The role of perceived violation in determining employees' reactions to psychological contract breach. Journal of Leadership & Organizational Studies, 12(1), 24-36. https://doi.org/10.1177/107179190501200104
Tulane University (2020, April 20) What is Social Exchange Theory? Retrieved November 22, 2020, from https://socialwork.tulane.edu/blog/social-exchange-theory
Undén, A.L., Orth-Gomér, K., & Elofsson, S. (1991). Cardiovascular effects of social support in the work place: Twenty-four-hour ECG monitoring of men and women. Psychosomatic Medicine, 53(1), 50-60. https://doi.org/10.1097/00006842-199101000-00005
Verelst, L., Lemmens, L, De Cooman, R., & Verbruggen, M. (2020). From flailing to gaining app workers: Shedding light on the job characteristics in app work and how app workers can craft them. [PPT]. Antwerp: KU Leuven
Wang, L., & Maxwell, S. E. (2015). On disaggregating between-person and within-person effects with longitudinal data using multilevel models. Psychological Methods, 20(1), 63-83. https://doi.org/10.1037/met0000030
Wood, A.J., Graham, M., Lehdonvirta, V., & Hjorth, Isis. (2018). Good Gig, Bad Gig: Autonomy and Algorithmic Control in the Global Gig Economy. Work, Employment and Society, 33(1), 56- 75. https://doi.org/10.1177/0950017018785616
Zainalipour, H., Fini, A.A.S.i, & Mirkamali, S.M. (2010). A study of relationship between organizational justice and job satisfaction among teachers in Bandar Abbas middle school. Procedia, Social and Behavioral Sciences, 5, 1986-1990.https://doi.org/10.1016/j.sbspro.2010.07.401
Znoj, H., Abegglen, S., Buchkremer, U., & Linden, M. (2016). The embittered mind: Dimensions of embitterment and validation of the concept. Journal of Individual Differences, 37(4), 213-222. https://doi.org/10.1027/1614-0001/a000208
