TY - JOUR
T1 - Employees, Supervisors, and Workplace Mediation
T2 - Experiences of Justice and Settlement
AU - Nesbit, Rebecca
AU - Nabatchi, Tina
AU - Bingham, Lisa Blomgren
N1 - Funding Information:
The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This research was funded in part by a grant from the William and Flora Hewlett Foundation and a contract with the United States Postal Service.
Funding Information:
The authors gratefully acknowledge support for the Indiana Conflict Resolution Institute, Indiana University School of Public and Environmental Affairs, Bloomington, Indiana and this research in part by a grant from the William and Flora Hewlett Foundation and in part by a contract with the United States Postal Service. They also wish to thank Cynthia J. Hallberlin, Professor Jeanne Brett, and a number of anonymous reviewers for their insightful and helpful comments on the many earlier versions of this study. An early version of this study was presented at the International Association for Conflict Management in Pittsburgh, Pennsylvania where it received Best Empirical Paper Award (2004) under the working title “Disputants’ Perceptions of Interactional Justice: Mediation at the USPS.”
PY - 2012/9
Y1 - 2012/9
N2 - This study explores the experience of disputant-disputant interpersonal justice in workplace mediation in a public organization. The results show that there are significant differences between employees' and supervisors' experiences of disputant-disputant interpersonal justice. Moreover, the results indicate that the quality of participants' interactions in mediation is significantly related to the quality of the mediated outcome in terms of settlement or case resolution. When disputants experience interpersonal justice with each other during mediation, they are more likely to reach a full resolution to the dispute. When disputants corroborate each other's reports of their own behaviors during mediation, they are also more likely to achieve settlement of the mediation. Disputants who received an apology from the other party were more likely to report a settlement to the dispute. In sum, this field test supports the theory of disputant-disputant interpersonal justice and provides evidence that it is an important element in the mediated resolution of a workplace dispute.
AB - This study explores the experience of disputant-disputant interpersonal justice in workplace mediation in a public organization. The results show that there are significant differences between employees' and supervisors' experiences of disputant-disputant interpersonal justice. Moreover, the results indicate that the quality of participants' interactions in mediation is significantly related to the quality of the mediated outcome in terms of settlement or case resolution. When disputants experience interpersonal justice with each other during mediation, they are more likely to reach a full resolution to the dispute. When disputants corroborate each other's reports of their own behaviors during mediation, they are also more likely to achieve settlement of the mediation. Disputants who received an apology from the other party were more likely to report a settlement to the dispute. In sum, this field test supports the theory of disputant-disputant interpersonal justice and provides evidence that it is an important element in the mediated resolution of a workplace dispute.
KW - grievance issues
KW - interactional justice
KW - mediation
KW - workplace dispute resolution
UR - http://www.scopus.com/inward/record.url?scp=84864704845&partnerID=8YFLogxK
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U2 - 10.1177/0734371X12436981
DO - 10.1177/0734371X12436981
M3 - Article
AN - SCOPUS:84864704845
SN - 0734-371X
VL - 32
SP - 260
EP - 287
JO - Review of Public Personnel Administration
JF - Review of Public Personnel Administration
IS - 3
ER -