Daniel P Skarlicki
Biographic Data
| ID | 1316905 |
|---|---|
| NAME | Daniel P Skarlicki |
| GIVEN NAMES | Daniel P |
| FAMILY NAME | Skarlicki |
| SIGNATURE | SKARLICKI D P |
| AFFILIATIONS | University of British Columbia |
| VERIFIED | No |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 20 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1997 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
The Ethics of Robin Hoodism: When Managers Take Injustice into Their Own Hands
The plurality effect: People are more dishonest toward group than individual targets
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
Consequentialist Motives for Punishment Signal Trustworthiness
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
The Third-Party Perspective of (In)justice
Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity
This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment ( N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was ampl…
Does injustice affect your sense of taste and smell? The mediating role of moral disgust
Getting even for customer mistreatment: The role of moral identity in the relationship between customer interpersonal injustice and employee sabotage.
Research on the "dark side" of organizational behavior has determined that employee sabotage is most often a reaction by disgruntled employees to perceived mistreatment. To date, however, most studies on employee retaliation have focused on intra-organizational sources of (in)justice. Results from this field study of customer service representatives (N = 358) showed that interpersonal injustice from customers relates positively to customer-direct…
Exploring the Role of Emotions in Injustice Perceptions and Retaliation.
Although organizational justice scholars often describe unfairness as an emotionally laden experience, the role of emotion is underresearched. In a study of individuals who experienced being laid off (N = 173), the authors found that outcome favorability interacts with both procedural and interactional justice to predict participants' emotions. The pattern of interaction differed for inward-focused (i.e., shame and guilt) and outward-focused (i.e…
Third-Party Reactions to Employee (Mis)treatment: A Justice Perspective
Retaliation in the workplace: The roles of distributive, procedural, and interactional justice.
The authors investigated the relationship between organizational justice and organizational retaliation behavior—adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low int…
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
Does injustice affect your sense of taste and smell? The mediating role of moral disgust
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
Retaliation in the workplace: The roles of distributive, procedural, and interactional justice.
The authors investigated the relationship between organizational justice and organizational retaliation behavior—adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low int…
Third-Party Reactions to Employee (Mis)treatment: A Justice Perspective
Exploring the Role of Emotions in Injustice Perceptions and Retaliation.
Although organizational justice scholars often describe unfairness as an emotionally laden experience, the role of emotion is underresearched. In a study of individuals who experienced being laid off (N = 173), the authors found that outcome favorability interacts with both procedural and interactional justice to predict participants' emotions. The pattern of interaction differed for inward-focused (i.e., shame and guilt) and outward-focused (i.e…
Getting even for customer mistreatment: The role of moral identity in the relationship between customer interpersonal injustice and employee sabotage.
Research on the "dark side" of organizational behavior has determined that employee sabotage is most often a reaction by disgruntled employees to perceived mistreatment. To date, however, most studies on employee retaliation have focused on intra-organizational sources of (in)justice. Results from this field study of customer service representatives (N = 358) showed that interpersonal injustice from customers relates positively to customer-direct…
Applicants' and Employees' Reactions to Corporate Social Responsibility: The Moderating Effects of First‐Party Justice Perceptions and Moral Identity
This research explored individuals’ reactions to perceived corporate social responsibility (CSR) using a multimotive framework. In 2 studies, the authors explored the boundary conditions of CSR effects among job applicants and internal employees. A scenario‐based experiment ( N = 81) showed that the effect of CSR perceptions on job applicants’ job pursuit intentions was mitigated by applicants’ first‐party justice experiences, whereas it was ampl…
Does injustice affect your sense of taste and smell? The mediating role of moral disgust
The Third-Party Perspective of (In)justice
Corporate social responsibility and employee engagement: The moderating role of CSR ‐specific relative autonomy and individualism
Growing evidence suggests that employees' perceptions of their employer's corporate social responsibility (CSR) relate positively to employee work engagement. This is an important connection given the impact of work engagement on both employee health and organizational productivity, as well as the importance of CSR for society. In this paper, however, we argue that the CSR perceptions–work engagement relationship cannot be assumed to be universal…
Consequentialist Motives for Punishment Signal Trustworthiness
Why have we not detected gender differences in organizational justice perceptions?! An evidenced‐based argument for increasing inclusivity within justice research
While research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self‐reported workplace justice perceptions. This paradox has received little attention in the otherwise well‐established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) pro…
The plurality effect: People are more dishonest toward group than individual targets
The Ethics of Robin Hoodism: When Managers Take Injustice into Their Own Hands
Psychology (9 works) · Social Psychology (9 works) · Economic Justice (8 works) · Job Satisfaction and Organizational Behavior (7 works) · Organizational justice (7 works) · Political science (7 works) · Law (6 works) · Perception (6 works) · Ethics in Business and Education (5 works) · Injustice (5 works)