Organizational Justice and Human Resource ManagementWhy are some acts, but not others, perceived to be fair? How do people who experience unfairness respond toward those held accountable for the unfairness? Organizational Justice and Human Resource Management reviews the theoretical organizational justice literature and explores how the research on justice applies to various topics in organizational behavior, including personnel selection systems, performance appraisal, and the role of fairness in resolving workplace conflict. Authors Robert Folger and Russell Cropanzano introduce a framework of organizational justiceùFairness Theoryùthat integrates previous work in this area by focusing on accountability for events with negative impact on material or psychological well-being. The book concludes with a chapter highlighting those topics that represent promising future directions for research. Researchers, scholars, and doctoral-level students in human resources, organizational behavior, and ethics will find this a timely, thought-provoking resource. |
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Page iv
... organizational science ) Includes bibliographical references and index . ISBN 0-8039-5686 - X ( cloth : acid - free paper ) ISBN 0-8039-5687-8 ( pbk .: acid - free paper ) 1. Organizational behavior - Moral and ethical aspects . 2 ...
... organizational science ) Includes bibliographical references and index . ISBN 0-8039-5686 - X ( cloth : acid - free paper ) ISBN 0-8039-5687-8 ( pbk .: acid - free paper ) 1. Organizational behavior - Moral and ethical aspects . 2 ...
Page ix
... organizational science ( broadly defined to include organizational behavior , organizational theory , human resource management , and business strategy ) . The primary objective of this series is to support ongoing profes- sional ...
... organizational science ( broadly defined to include organizational behavior , organizational theory , human resource management , and business strategy ) . The primary objective of this series is to support ongoing profes- sional ...
Page xiii
... behavior harming no one else . On the other hand , suppose the drunkard begins to inconvenience his or her coworkers . Harm to coworkers by a drunkard , when the coworkers did nothing to deserve being harmed , seems to qualify as an ...
... behavior harming no one else . On the other hand , suppose the drunkard begins to inconvenience his or her coworkers . Harm to coworkers by a drunkard , when the coworkers did nothing to deserve being harmed , seems to qualify as an ...
Page xiv
... behavior . That person has not treated us as we believe people “ should ” be treated . From this introduction , it is probably clear where philosophers and social scientists diverge . Ethical philosophers are interested in providing ...
... behavior . That person has not treated us as we believe people “ should ” be treated . From this introduction , it is probably clear where philosophers and social scientists diverge . Ethical philosophers are interested in providing ...
Page xx
... behavior and the behavior of others . For example , we know that if we take too big a portion of the profits for ourselves , we risk the disdain of our coworkers . Justice makes us aware of those boundaries . Furthermore , justice ...
... behavior and the behavior of others . For example , we know that if we take too big a portion of the profits for ourselves , we risk the disdain of our coworkers . Justice makes us aware of those boundaries . Furthermore , justice ...
Contents
1 | |
Chapter 2 Process as Procedural and Interactional Justice | 25 |
Chapter 3 Two Theoretical Syntheses | 50 |
On the Horns of a Justice Dilemma? | 81 |
Test and Trial Metaphors | 108 |
Social Accounts Third Parties and Grievance Systems | 133 |
Chapter 7 Toward a General Theory of Fairness | 173 |
Chapter 8 Future Directions | 197 |
References | 236 |
Author Index | 264 |
Subject Index | 272 |
About the Authors | 277 |
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Common terms and phrases
actions Agent applicants aspects behavior Bies causal chapter cognitive cognitive distortion cognitive-abilities tests concepts conduct conflict consequences considered context counterfactual Cropanzano decision maker discussion disputants distributive justice drug testing effects employees equity equity theory evaluations evidence example exchange experience explanation factors Fairness Theory field study Folger Gilliland Greenberg harm impact implications individuals inequity injustice inputs intentions interactional justice interpersonal sensitivity interviews involve Konovsky layoff less Lewis Lind mediation Michael Lewis moral motives negative norms noted obligations organization Organizational Behavior organizational justice outcomes participants perceived fairness perceptions performance appraisal person perspective positive potential procedural fairness procedural justice process control psychological contract Psychology psychometric ratings reactions reason referred relevant responses Retributive Justice role Salomon Salomon Brothers selection self-interest Shapiro smoking ban social accounts someone subordinates suggests supervisor tend Thibaut and Walker third party tions treated Tyler unfair validity voice workplace