in contrast assessments are often b

in contrast assessments are often based at least in part on prior personal experience.Consequently,organizational actors are more likely to feel empathy when they have experienced injustice themselves.Similarly,the degree to which an actor has interacted with those involved in the focal event, particularly the authority figure perceived to be the source of the injustice, moderates perceptions of fairness.
Because much work within organizations focuses on the work group,the dynamics of interaction within such small groups have significant consequences for justice assessments.When organization actors identify strongly with their work unit,their individual reactions are often filtered through group identification.This effect can be so strong that when authority figures violate neutrality or trust relative to individual team members,other members of the team perceive those actions as violations against the entire work group.Similarly,perceptions of decision fairness are more associated with the degree to which the decision represents the interests of all group members than of individual.Consequently,members of work units are likely to share assessments of justice,affecting other types of employee attitudes,as well:work-unit-level procedural justice assessments explain more variance in individual job satisfaction than do individual perceptions of justice.