Interactional Justice Within An Organization
It is important that a high degree of interactional justice exists in a subordinate/supervisor relationship in order to reduce the likelihood of counterproductive work behavior. If a subordinate perceives that interactional injustice exists, then the subordinate will hold feelings of resentment toward either the supervisor or institution and will therefore seek to “even the score.” A victim of interaction injustice will have increased expressions of hostility toward the offender which can manifest in actions of counterproductive work behavior and reduce the effectiveness of organizational communication.
Abuse directed toward a subordinate from a supervisor often stems from displaced aggression. In this case, the individual (supervisor) is unwilling to retaliate against the direct source of mistreatment and will therefore abuse a less threatening target such as a subordinate since the subordinate is incapable of retaliation. Thus, interactional injustice can essentially trickle-down from the top of an organization to the bottom due to displaced aggression that exists in the top ranks of the hierarchy.
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