Pay communication, justice, and affect: The asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior.

conducted on 394 employees and assessing actual deception behaviors (targeting both the agency sponsoring the study and other participants in the study), replicated these findings and extended our understanding of the negative consequences of outcome pay transparency on CWB. Specifically, when pay allocations were transparent (vs. secretive) and participant's pay was manipulated to be lower (vs. higher) than that of teammates, participants reported lower distributive justice perceptions leading to heightened deception behaviors, with this effect explained by a more negative emotional state. Theoretical and practical implications of both the positive and negative consequences of pay transparency on CWB are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).