English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Plus monthly

Global: Zendy Tools annual

Global: Zendy Tools monthly

Global: Zendy Free Plan

Lower levels of organizational justice relative to one’s peers can negatively influence an employee’s well-being, diminish work satisfaction, and increase apathy. However, not all employees that perceive lower organizational justice respond in the same way. Using  affective events theory  as a theoretical framework, we draw on the organizational justice, resilience, and emotions literatures to identify a critical factor that may facilitate adaptive responses to lower organizational justice and preserve employee resilience. We propose that  cognitive reappraisal , an antecedent-focused emotional regulation strategy, may attenuate the negative impact of lower organizational justice on employee resilience, and ultimately, protect other critical employee outcomes (i.e employee psychological well-being, job satisfaction, and citizenship behavior). Across two large field surveys of employees, we find support for our model.

Justice perceptions and reappraisal: A path to preserving employee resilience