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 xiv
... example , derogate each other ( i.e. , take away someone's social status or self - respect ) or they might treat each other respect- fully ( i.e. , assign each other positive status ) . Some transactions and other types of interactions ...
... example , derogate each other ( i.e. , take away someone's social status or self - respect ) or they might treat each other respect- fully ( i.e. , assign each other positive status ) . Some transactions and other types of interactions ...
Page xvi
... example , people require shelter , food , and so on . Another set is socioemo- tional . For example , people tend to be desirous xvi ORGANIZATIONAL JUSTICE.
... example , people require shelter , food , and so on . Another set is socioemo- tional . For example , people tend to be desirous xvi ORGANIZATIONAL JUSTICE.
Page xvii
... example , the size of a corporation might be expanded in order to boost manufacturing efficiency ( Fukuyama , 1995 ) . Despite the strength of these arguments , they tell only part of the story . Purely rational considerations require a ...
... example , the size of a corporation might be expanded in order to boost manufacturing efficiency ( Fukuyama , 1995 ) . Despite the strength of these arguments , they tell only part of the story . Purely rational considerations require a ...
Page xx
... 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 affords us a sense of predictability . When we ...
... 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 affords us a sense of predictability . When we ...
Page xxi
... example , an organization selects among job applicants on the basis of interviews . In this case , the two actors are the organization and the individual who has applied for a new job . The outcome is whether or not the job was obtained ...
... example , an organization selects among job applicants on the basis of interviews . In this case , the two actors are the organization and the individual who has applied for a new job . The outcome is whether or not the job was obtained ...
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