Ineligible employees are not likely to perceive that ineligibility is inequitable because their positions have not been targeted. Thus, their commitment to the organization is likely to be higher. Eligible employees also are likely to have higher turnover intentions than ineligible employees. There will be a negative relationship between work-force reduction eligibility and employees' affective commitment. There will be a positive relationship between work-force reduction eligibility and employees' turnover intentions.
Procedural attributes are formal processes by which work-force reductions are implemented.
Justice judgments about procedural attributes of a work-force reduction may be based upon the outcomes of those processes as well as social norms of fair treatment. Interactions between the organization and its employees are likely to be evaluated for the clarity and adequacy of explanations, and the extent to which employees are treated with dignity and respect. Attributes of procedures that could be perceived as unfair include negative outcomes, perceptions of biased, inconsistent and unethical work-force reduction processes, and unclear or inadequate explanations. The group value model of procedural justice suggests that both eligible and ineligible employees will distance themselves from an organization that treats its employees unfairly. In an organization in which management treats employees fairly, employees can trust management.