Date of Award
Doctor of Business Administration (DBA)
Dr. Amy Henley
Dr. Stacy Campbell
Dr. Neal Mero
Prior research in the field of organizational justice has primarily focused on the specific justice dimensions and their impact on individual workers. This study takes a new direction by examining justice perceptions in a previously unexamined group, middle managers. Recent studies have argued that specific dimensions of justice influence the development of an individual’s overall justice perceptions and that a focus on overall justice may provide a more complete understanding of the justice construct and more accurately capture the individual’s experience. Missing from the literature is an examination of how the justice perceptions of middle managers are impacted when implementing corporate decisions that have no direct impact on the managers themselves. Because justice perceptions are strongly linked to key organizational behaviors and attitudes, understanding how middle managers’ perceptions are influenced can give insight into how an organization can keep managers committed to the strategy of the organization. The middle management group is critical to the organization performing a “linking pin” role simultaneously representing the interest of the organization and their subordinates. Research has indicated that the middle management groups’ perceptions, behaviors, and interactions can have influence on both employees and senior leaders. The dissertation examines the link that a managers’ level of agreement with a decision outcome has with their justice perceptions and the influence that explanations have on the relationship. The study will also propose how employee perceptions of procedural justice can impact the managers’ perceptions of justice and the role that their commitment to the employee group plays in the relationship.