Books:

• Brockner, J. (2010). A contemporary look at organizational justice: Multiplying insult times injury. New York: Routledge Academic.
• Brockner, J. (1988). Self-esteem at work: Research, theory and practice. Lexington, MA: Lexington Books.
• Brockner, J., & Rubin, J. Z. (1985). Entrapment in escalating conflicts: A social psychological analysis. New York: Springer-Verlag.

Journal Articles:

• Brockner, J. (2006). Why it's so hard to be fair. Harvard Business Review, 84(3), 122-129.
• Brockner, J. (2002). Making sense of procedural fairness: How high procedural fairness can reduce or heighten the influence of outcome favorability. Academy of Management Review, 27, 58-76.
• Brockner, J., Ackerman, G., Greenberg, J., Gelfand, M., Francesco, A. M., Chen, Z. X., Leung, K., Bierbrauer, G., Gomez, C., Kirkman, B., & Shapiro, D. (2001). Culture and procedural justice: The influence of power distance on reactions to voice. Journal of Experimental Social Psychology, 37, 300-315.
• Brockner, J., De Cremer, D., Fishman, A., & Spiegel, S. (in press). When does high procedural fairness reduce self-evaluations following unfavorable outcomes?: The moderating effect of prevention focus. Journal of Experimental Social Psychology.
• Brockner, J., Fishman, A. Y., Reb, J., Goldman, B., Spiegel, S., & Garden, C. (in press). Procedural fairness, outcome favorability, and judgments of an authority’s responsibility. Journal of Applied Psychology.
• Brockner, J., Heuer, L. B., Magner, N., Folger, R., Umphress, E., Van den Bos, K., Vermunt, R., Magner, M., & Siegel, P. A. (2003). High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis. Organizational Behavior and Human Decision Processes, 91, 51-68.
• Brockner, J., Heuer, L., Siegel, P., Wiesenfeld, B., Martin, C., Grover, S., Reed, T., & Bjorgvinsson, S. (1998). The moderating effect of self-esteem in reaction to voice: Converging evidence from four studies. Journal of Personality and Social Psychology, 75(2), 394-407.
• Brockner, J., & Higgins, E. T. (2001). Regulatory focus theory: Its implications for the study of emotions in the workplace. Organizational Behavior and Human Decision Processes, 86, 35-66.
• Brockner, J., Paruchuri, S., Idson, L. C., & Higgins, E. T. (2002). Regulatory focus and the probability estimates of conjunctive and disjunctive events. Organizational Behavior and Human Decision Processes, 87, 5-24.
• Brockner, J., Spreitzer, G., Mishra, A., Pepper, L., & Hochwarter, W. (2004). Perceived control as an antidote to the negative effects of layoffs on survivors' organizational commitment and job performance. Administrative Science Quarterly, 49, 76-100.
• Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: The interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208.
• Siegel, P. A., Post, C., Brockner, J., Fishman, A., & Garden, C. (2005). The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment. Journal of Applied Psychology, 90(1), 13-24.

Other Publications:

• Wiesenfeld, B., Swann, W., Brockner, J., & Bartel, C. (2007). Is more fairness always preferred?: Self-esteem moderates reactions to procedural justice. Academy of Management Journal.