Beyond Mean Entity Fairness: The Role of the Zone of Tolerance in Responding to Fairness Treatment

We propose that a zone of tolerance of fairness (ZOT) construct, which encompasses a boundary model, provides a deeper understanding of fairness processes. In two field experimental studies using scenario techniques, we manipulated fairness treatment in personnel selection settings and examined the role of a new ZOT measure in event fairness perceptions. Results from Study 1 (N = 222) demonstrated the psychometric properties of the ZOT measure, including reliability, and factorial and discriminant validity. We also found support for our hypothesis that the ZOT measure is a stronger predictor of perceived event fairness than a mean entity fairness measure. Furthermore, results from Study 2 (N = 108) replicated most of those from Study 1. We also demonstrated that individuals’ fairness perception is not a uniform entity but consists of four latent classes, determined by different levels of height and width of the ZOT measure. Class membership was predictive of perceived event fairness when treated unfair. Taken together, our findings suggest that the ZOT measure represents a promising supplementary instrument to the traditional approach targeting applicants’ mean entity fairness

Evidence for the Dispersed Leadership Theory in Teams: A Policy-Capturing Study

Based on the Dispersed Leadership Theory in Teams, we examined the simultaneous influence of three factors on team members’ attitudes and behavior: (1) interactional leadership carried out by leaders, (2) team leadership performed by team members, and (3) structural leadership exerted by work and organizational structures. Results from two policycapturing studies revealed that structural, interactional and team leadership simultaneously affect an individual’s behavior in terms of task behavior, task performance and commitment. Results also indicated that the need for dispersed leadership was particularly high in situations with high task uncertainty and where the learning of new task behavior was required. Results from Study 2 further demonstrated the positive relationship between interactional leadership, team leadership, and structural leadership with team members’ task performance and commitment. Taken together, these findings provide evidence for the Dispersed Leadership Theory in Teams which showed a way to structure and extend future leadership research

Two N-Linked Glycans Differentially Control Maturation, Trafficking and Proteolysis, but not Activity of the IL-11 Receptor

Background/Aims: The cytokine interleukin-11 (IL-11) has important pro- and anti-inflammatory functions. It activates its target cells through binding to the IL-11 receptor (IL-11R), and the IL-11/IL-11R complex recruits a homodimer of glycoprotein 130 (gp130). N-linked glycosylation, a post-translational modification where complex oligosaccharides are attached to the side chain of asparagine residues, is often important for stability, folding and biological function of cytokine receptors. Methods: We generated different IL-11R mutants via site-directed mutagenesis and analyzed them in different cell lines via Western blot, flow cytometry, confocal microscopy and proliferation assays. Results: In this study, we identified two functional N-glycosylation sites in the D2 domain of the IL-11R at N127 and N194. While mutation of N127Q only slightly affects cell surface expression of the IL-11R, mutation of N194Q broadly prevents IL-11R appearance at the plasma membrane. Accordingly, IL-11R mutants lacking N194 are retained within the ER, whereas the N127 mutant is transported through the Golgi complex to the cell surface, uncovering a differential role of the two N-glycan sequons for IL-11R maturation. Interestingly, IL-11R mutants devoid of one or both N-glycans are still biologically active. Furthermore, the IL-11RN127Q/N194Q mutant shows no inducible shedding by ADAM10, but is rather constitutively released into the supernatant. Conclusion: Our results show that the two N-glycosylation sites differentially influence stability and proteolytic processing of the IL-11R, but that N-linked glycosylation is not a prerequisite for IL-11 signaling

Antecedents and Consequences of Procedural Fairness Perceptions in Personnel Selection: A Three-Year Longitudinal Study

Drawing on Gilliland’s (1993) selection fairness framework, we examined antecedents and behavioral effects of applicant procedural fairness perceptions before, during, and after a personnel selection procedure using a six-wave longitudinal research design. Results showed that both perceived post-test fairness and pre-feedback fairness perceptions are related to job offer acceptance and job performance after 18 months, but not to job performance after 36 months. Pre-test and post-test procedural fairness perceptions were mainly related to formal characteristics and interpersonal treatment, whereas pre-feedback fairness perceptions were related to formal characteristics and explanations. The impact of fairness attributes of formal characteristics and interpersonal treatment diminished over time, while attributes of explanation were only associated with pre-feedback fairness. Results are discussed in terms of theoretical implications for fairness research and for hiring organizations

The shape of justice repair: asymmetric nonlinear retributive and restorative justice effects to unfair supervisor treatment

Purpose: The purpose of this study is to examine the effect of supervisor’s unfair treatment on follower’s retributive and restorative justice perceptions. The main goal is to find asymmetric nonlinear trajectories in the relationship between the severity of unfair treatment and employees’ orientation toward retributive/restorative justice. Design/methodology/approach: Using an experimental policy-capturing design that varied five levels of transgression severity (none to very high) within supervisor–subordinate relationship injustice situations, 168 employees rated their retributive/restorative justice preferences. Latent growth curve modeling was used to fit the overall patterns of change. Findings: As hypothesized, the trajectory of restorative justice was convex and progressed in a negative exponential shape, whereas the restorative justice trajectory was concave but followed a less steep positive exponential shape. Results show differing initial levels of restorative and retributive justice, with higher initial levels in retributive justice predicting a greater increase in retributive justice as treatment becomes less fair. Research limitations/implications: The main limitation is a threat to the external validity of the results. Scenario-based surveys may not fully generalize to actual organizational situations. Practical implications: These findings help managers to understand how unjust treatment can shape employees’ expectations and, thus, address it adequately. This is important to retain qualified personnel and to minimize workplace disengagement in the aftermath of poor treatment. Social implications: Restorative justice is of great importance for minor and moderate violations of justice. Originality/value: By illustrating different trajectories, this study extends research on restorative and retributive justice in organizations. The results help to understand when people expect restoration and are motivated to punish wrongdoers

Patterns of Change in Fairness Perceptions During the Hiring Process

The justice literature, to date, shows that changes in fairness perceptions over time are consequential for job attitudes. However, few studies have been directed at explicating how fairness perceptions change over time or individual differences in patterns of change. The present research attempts to fill this gap by exploring patterns of temporal changes in fairness perceptions toward the selection process during a hiring process and potential determinants for such change. In a 3‐wave longitudinal study of the entire hiring process (pre‐, in‐, and post‐process) using a latent growth mixture modeling approach, different patterns of change in perceived fairness were modeled. In addition, the role of Big Five personality factors to predict classes of temporal patterns was examined. Results suggest that, on average, fairness perceptions declined in a non‐linear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Four unique classes of applicants exhibiting different initial scores and growth of fairness perceptions were identified, which were predicted by the personality factors of extraversion, agreeableness, and conscientiousness. Findings are discussed in terms of their implications for fairness theory and future research

Tocilizumab does not block interleukin-6 (IL-6) signaling in murine cells.

Tocilizumab is a humanized monoclonal antibody that is approved for the treatment of different human inflammatory diseases, including rheumatoid arthritis and cytokine release syndrome. Tocilizumab binds to the interleukin-6 receptor (IL-6R) and thereby blocks signaling of the pro-inflammatory cytokine IL-6. Initial studies and all authority assessment reports state that tocilizumab is effective in humans, but cannot bind to the murine or rat IL-6R and thus not block IL-6 signaling in the mouse. However, several recent studies described the use of tocilizumab in mice and reported biological effects that were attributed to IL-6 blockade. In this study, we investigate the capability of tocilizumab to block IL-6 signaling using different human and murine cell lines. Our results unequivocally confirm the original state of the art that tocilizumab blocks signaling via the human IL-6R, but does not block IL-6 signaling in murine cells