The authors address three overlooked issues regarding the well-established organizational justice and trust relationship: how an authority’s enactment of fair outcomes, procedures, and interactions “trickles down” to the development of coworker trust; how trust and respect represent distinct interpersonal outcomes; and whether coworker dynamics mediate these relationships. Using original survey data collected at two time points from 354 high school teachers, the authors investigate justice antecedents and the mediating role of coworker dynamics using structural equation modeling. The authors find that the effects of the authority’s (i.e., principal’s) distributive and procedural justice actions on coworker trust and respect do “trickle down” and are mediated through coworkers’ collective responsibility and work communication. In contrast, principal’s interpersonal justice has no effect on coworker dynamics or interpersonal outcomes, but coworker interpersonal justice enhances these outcomes. The results of this study also provide empirical support for the conceptual distinctiveness of trust and respect in the workplace.

中文翻译：

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工作中的信任和尊重：正义的前因和同事动力的作用

作者解决了关于完善的组织公正和信任关系的三个被忽视的问题：权威对公平结果、程序和互动的制定如何“渗透”到同事信任的发展；信任和尊重如何代表不同的人际关系结果；以及同事动态是否会调节这些关系。使用从 354 名高中教师在两个时间点收集的原始调查数据，作者使用结构方程模型调查了正义前因和同事动态的中介作用。作者发现，当局（即校长）的分配和程序正义行动对同事信任和尊重的影响确实“涓涓细流”，并通过同事的集体责任和工作沟通进行调解。相比之下，校长的人际公正对同事动态或人际结果没有影响，但同事人际公正会增强这些结果。本研究的结果还为工作场所信任和尊重的概念独特性提供了实证支持。