Pinpointing the role of the self in procedural fairness

What is the role of the self in explaining the links between procedural fairness and organizational experience? In three experiments, we examined four self-related mechanisms: respect, certainty, self-esteem, and competence. We manipulated procedural fairness, introduced unfavorable personal or organizational outcomes, measured the putative mediators, and assessed organizational allure (attitude, identification, commitment). Across the three experiments, and a meta-review, exposure to procedural fairness (vs. unfairness) led to higher organizational allure via increased respect only. We obtained these result patterns regardless of whether unfavorable outcomes were personally or organizationally relevant, and regardless of the order in which procedural fairness and unfavorable outcomes were introduced. We consider implications of the findings.