Contrary to an often-found result in the organizational justice literature, we suggest that there may be circumstances under which organization members will not perform poorly in response to being on the receiving end of low procedural fairness. To explain the theoretical mechanism, we integrate the group engagement model of justice with the emotion regulation perspective. Specifically, we argue that the detrimental effect of lower procedural fairness on performance is attenuated when individuals engage in reappraisal. Moreover, this is the case because reappraisal makes lower procedural fairness less likely to undermine self-perceived standing in the organization. Three experiments and a multisource survey among employees reveal support for these predictions. This research contributes to the organizational justice literature by showing that reappraisal can help maintain performance when people have experienced low procedural fairness, extending the typical finding that low procedural fairness undermines performance. Theoretical and practical implications, limitations, and suggestions for future research are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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在自卫中：重新评估可以缓冲低程序公平性对绩效的负面影响。

与组织公正文献中经常发现的结果相反，我们认为在某些情况下，组织成员可能不会因为处于低程序公平性的接收端而表现不佳。为了解释理论机制，我们将正义的群体参与模型与情绪调节视角相结合。具体而言，我们认为，当个人参与重新评估时，较低的程序公平性对绩效的不利影响会减弱。此外，情况也是如此，因为重新评估使较低的程序公平性不太可能破坏自我在组织中的地位。三项实验和一项针对员工的多源调查显示支持这些预测。这项研究表明，当人们经历过低程序公平性时，重新评估可以帮助维持绩效，从而扩展了低程序公平性破坏绩效的典型发现，从而为组织正义文献做出了贡献。讨论了理论和实践意义、局限性和对未来研究的建议。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。