Individual differences and perceptions of fairness

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The present study used three facets (positions tested, procedures used, and outcomes of safety testing positive) of organizational drug safety testing programs to design 12 different programs. Employees completed organizational justice measures after reading each of the 12 drug safety testing programs.

Policy-capturing techniques were used to capture each employee's rating policy indicating which facets of the safety testing programs were related to procedural/overall and distributive justice measures. The beta weights derived from the policy-capturing analyses were cluster analyzed and yielded groups with different rating policies. The majority of employees felt drug safety testing procedures that emphasized the individuals rights (e.g. giving employees input into the design of the program, just-cause safety testing, and using followup tests) were procedurally fair, and requiring rehabilitation of confirmed drug users was distributively fair. Smaller numbers of employees indicated drug safety safety testing procedures that emphasized organizational rights (e.g. no employee input, random safety testing, and urine collection with a witness present) and tested all positions within the organization were procedurally fair, and terminating confirmed drug users was distributively fair.

Individual difference measures were entered into discriminant analyses to distinguish between the employee groups. Employee characteristics of the group who indicated higher procedural justice when organizational rights drug safety testing procedures were used were male, married, approved more of alcohol, tended to be employed in police, professional, or technical job types, had a history of being drug tested, and were more socially adjusted when compared to the group who emphasized individual rights. Employee characteristics of the group who indicated termination as more distributively fair tended to be male, politically conservative, strongly disapproved of drugs, worked in crafted, labor, or police jobs, had a history of being drug tested, and were less religious when compared to the group who felt rehabilitation was the fairer outcome. Past research has identified the negative consequences when employees perceive unfair drug safety testing procedures. In light of past research and the findings in the present study, conclusions were made, implications for the human resource practitioner were presented, and future research was suggested.