Talent management and organizational justice: Employee reactions to high potential identification KU Leuven
We examined how perceived distributive and procedural justice affected the relationship between an employee’s identification as a high potential (drawn from archival data), job satisfaction, and work effort. A questionnaire was distributed within one large company among employees who were and employees who were not identified as a high potential (N=203). The results indicated that perceptions of distributive justice were significantly higher for ...