Fair? I Don’t Care: Examining the Moderating Effect of Workplace Cynicism on the Relationship Between Interactional Fairness and Perceptions of Organizational Support From a Social Exchange Perspective

Abstract

This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this article discusses how the typically positive effect of interactional fairness is lost on cynical employees. This result was confirmed using a controlled scenario-based protocol, which replicated the results of the field study. Practical implications and directions for future research are discussed.

Keywords

interactional fairness workplace cynicism perceptions of organizational support social exchange theory

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