While co-workers have the capacity to influence employee feelings of belongingness, the justice literature demonstrates that supervisors also have the ability to significantly affect employees’ feelings of belongingness to their work group. The group value model suggests that people gather socially relevant information from how they are treated by authority figures. For example, if supervisors berate or undermine employees, victims not only feel bad about this experience, they may also interpret it to mean that they are not valued members of the work group. Research on interpersonal justice, defined as the degree to which employees are treated with dignity and respect by authorities, has shown that such injustice is associated with a range of negative outcomes . Indeed, Hershcovis et al. (2007) found that interpersonal mistreatment by supervisors (e.g., abusive supervision, interpersonal injustice) was the strongest correlate of supervisor-targeted aggression. Wetherefore suggest that supervisor aggression produces higher levels of stress than co-worker aggression because it affects both a target’s potential access to organizational resources and perceptions of belongingness, whereas aggression from co-workers affects only feelings of belongingness.
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