Feedback and Fairness: The Relationship Between Negative Performance Feedback and Organizational Justice

Abstract

This study examined the relationships between the four dimensions of negative feedback (clarity, constructiveness, cognizance, and consistency) and perceptions of organizational justice. In doing so, a measure to assess negative feedback dimensions was developed and examined for reliability and construct validity. Results indicated that the negative feedback dimensions scale was reliable and valid. The dimensions of consistency and constructiveness predicted all three justice types; cognizance predicted distributive and procedural justice; and clarity predicted distributive justice. Consistency was the strongest predictor of distributive and procedural justice and constructiveness was the strongest predictor of interactional justice.

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