Many studies suggest that leaders should discourage or prevent the spread of negative workplace gossip (NWG), but yet little is understood about the relationship between leaders and their subordinates' NWG. This study interprets the linkage between authentic leadership and two types of NWG via individuals' perceptions of justice based on fairness heuristic and justice views. The data were collected in a three-stage process from a large information technology corporation in China. The findings revealed that interactional justice mediated authentic leadership and NWG's relationship with supervisors and the relationship between authentic leadership and NWG about coworkers. The procedural justice mediated the relationship between authentic leadership and NWG about supervisors, while it didn't mediate the relationship between authentic leadership and NWG about coworkers. The theoretical and practical implications are discussed.
