Chapter 6 Emotional Responses to the Injustice of Organizational Change: A Qualitative Study

Roy K. Smollan

doi:10.1108/S1746-9791(2012)0000008011

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Research on Emotion in Organizations

ISSN: 1746-9791
Series editor(s): Neal M. Ashkanasy, Wilfred J. Zerbe and Charmine E. J. Härtel

Subject Area: Organization Studies

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Chapter 6 Emotional Responses to the Injustice of Organizational Change: A Qualitative Study

Document Information:
Title:	Chapter 6 Emotional Responses to the Injustice of Organizational Change: A Qualitative Study
Author(s):	Roy K. Smollan
Volume:	8 Editor(s): Neal M. Ashkanasy, Charmine E.J. Härtel, Wilfred J. Zerbe ISBN: 978-1-78052-676-8 eISBN: 978-1-78052-677-5
Citation:	Roy K. Smollan (2012), Chapter 6 Emotional Responses to the Injustice of Organizational Change: A Qualitative Study, in Neal M. Ashkanasy, Charmine E.J. Härtel, Wilfred J. Zerbe (ed.) Experiencing and Managing Emotions in the Workplace (Research on Emotion in Organizations, Volume 8), Emerald Group Publishing Limited, pp.175-202
DOI:	10.1108/S1746-9791(2012)0000008011 (Permanent URL)
Publisher:	Emerald Group Publishing Limited
Article type:	Chapter Item
Abstract:	Staff facing organizational change often experience negative emotions when they anticipate or encounter injustice and these can lead to turnover, absenteeism, decreased productivity and resistance to change. The aims of this study were to identify the nature of the emotions reported by respondents and explore how they were triggered by perceptions of different forms of injustice: distributive, procedural, interpersonal and informational. A series of interviews with those playing different roles in change initiatives, at various hierarchical levels and in a range of organizations, demonstrates the corrosive effects of perceived injustice and the attendant negative emotions such as anger, frustration, anxiety and guilt. These emotions tended to be more intense for those experiencing change and somewhat subdued for those leading and managing it. The findings contribute to research into organizational change by presenting insights into the affective elements of four types of injustice that have seldom been explored in previous qualitative studies.