{"id":{"repo_id":"wku-diss","oai_identifier":"oai:digitalcommons.wku.edu:theses-1367"},"canonical_url":"https://search.dev.ndltd.org/etd/wku-diss/oai:digitalcommons.wku.edu:theses-1367","repository":{"repo_id":"wku-diss","name":"Western Kentucky University","base_url":"https://digitalcommons.wku.edu/do/oai/"},"display":{"title":"Pay Increases Subsequent to FMLA Leave: The Role of Organizational Justice","abstract":"Research indicates the importance of studying organizational justice and its impact. Further, research has indicated a relationship between perceptions of organizational justice and pay increase decisions. However, the present research is the first to incorporate the Family and Medical Leave Act (FMLA) leave into the equation. In short, this research addressed whether an employee's absence for FMLA-covered reasons impacts the perceived justice of subsequent pay increases for that employee. Specifically, it was hypothesized that the employee's length of absence, tenure, performance, and/or pay increase would impact justice perceptions. Participants evaluated vignettes manipulating these factors, then rated the fairness of pay increase decisions. Results revealed that the employee's performance interacted with the amount of pay increase to account for the largest amount of variance injustice perceptions. However, a main effect for pay increase, an interaction between performance and the length of the employee's leave, and an interaction between performance, tenure, the length of the employee's leave, and the pay increase decision were observed. Finally, among employees who received a full pay increase, performance was the strongest predictor of justice perceptions.","abstract_html":"Research indicates the importance of studying organizational justice and its impact. Further, research has indicated a relationship between perceptions of organizational justice and pay increase decisions. However, the present research is the first to incorporate the Family and Medical Leave Act (FMLA) leave into the equation. In short, this research addressed whether an employee's absence for FMLA-covered reasons impacts the perceived justice of subsequent pay increases for that employee. Specifically, it was hypothesized that the employee's length of absence, tenure, performance, and/or pay increase would impact justice perceptions. Participants evaluated vignettes manipulating these factors, then rated the fairness of pay increase decisions. Results revealed that the employee's performance interacted with the amount of pay increase to account for the largest amount of variance injustice perceptions. However, a main effect for pay increase, an interaction between performance and the length of the employee's leave, and an interaction between performance, tenure, the length of the employee's leave, and the pay increase decision were observed. Finally, among employees who received a full pay increase, performance was the strongest predictor of justice perceptions.","abstract_has_math":false,"creators":["Berry, Douglas"],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2008,"date_issued":"2008-05-01T07:00:00Z","date_published":"2008-05-01T07:00:00Z","updated_at":"2026-07-24T06:07:22Z","subjects":["Industrial and Organizational Psychology","Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/364","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Berry, Douglas"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Industrial and Organizational Psychology","Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/364"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Research indicates the importance of studying organizational justice and its impact. Further, research has indicated a relationship between perceptions of organizational justice and pay increase decisions. However, the present research is the first to incorporate the Family and Medical Leave Act (FMLA) leave into the equation. In short, this research addressed whether an employee's absence for FMLA-covered reasons impacts the perceived justice of subsequent pay increases for that employee. Specifically, it was hypothesized that the employee's length of absence, tenure, performance, and/or pay increase would impact justice perceptions. Participants evaluated vignettes manipulating these factors, then rated the fairness of pay increase decisions. Results revealed that the employee's performance interacted with the amount of pay increase to account for the largest amount of variance injustice perceptions. However, a main effect for pay increase, an interaction between performance and the length of the employee's leave, and an interaction between performance, tenure, the length of the employee's leave, and the pay increase decision were observed. Finally, among employees who received a full pay increase, performance was the strongest predictor of justice perceptions."]},{"key":"dc:title","label":"Title","values":["Pay Increases Subsequent to FMLA Leave: The Role of Organizational Justice"]}]}],"canonical_facts":{"dc:creator":["Berry, Douglas"],"dc:description.abstract":["Research indicates the importance of studying organizational justice and its impact. Further, research has indicated a relationship between perceptions of organizational justice and pay increase decisions. However, the present research is the first to incorporate the Family and Medical Leave Act (FMLA) leave into the equation. In short, this research addressed whether an employee's absence for FMLA-covered reasons impacts the perceived justice of subsequent pay increases for that employee. Specifically, it was hypothesized that the employee's length of absence, tenure, performance, and/or pay increase would impact justice perceptions. Participants evaluated vignettes manipulating these factors, then rated the fairness of pay increase decisions. Results revealed that the employee's performance interacted with the amount of pay increase to account for the largest amount of variance injustice perceptions. However, a main effect for pay increase, an interaction between performance and the length of the employee's leave, and an interaction between performance, tenure, the length of the employee's leave, and the pay increase decision were observed. Finally, among employees who received a full pay increase, performance was the strongest predictor of justice perceptions."],"dc:identifier":["https://digitalcommons.wku.edu/theses/364"],"dc:subject":["Industrial and Organizational Psychology","Psychology"],"dc:title":["Pay Increases Subsequent to FMLA Leave: The Role of Organizational Justice"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:07:22Z"}