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 ii
... AND HUMAN RESOURCE MANAGEMENT Robert Folger and Russell Cropanzano RECRUITING EMPLOYEES : Individual and Organizational Perspectives Alison E. Barber Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management.
... AND HUMAN RESOURCE MANAGEMENT Robert Folger and Russell Cropanzano RECRUITING EMPLOYEES : Individual and Organizational Perspectives Alison E. Barber Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management.
Page ix
... perspectives that constitute the field of organizational science ( broadly defined to include organizational behavior , organizational theory , human resource management , and business strategy ) . The primary objective of this series ...
... perspectives that constitute the field of organizational science ( broadly defined to include organizational behavior , organizational theory , human resource management , and business strategy ) . The primary objective of this series ...
Page x
... perspective of seasoned teachers and mentors . Specifically , we encourage them to invite readers into their class- rooms ( to gain an understanding of the past , present , and future of scholar- ship in particular areas from the ...
... perspective of seasoned teachers and mentors . Specifically , we encourage them to invite readers into their class- rooms ( to gain an understanding of the past , present , and future of scholar- ship in particular areas from the ...
Page xxiv
... perspective — a fair act is one that seems righteous . Often , justice refers to situations in which some transaction is involved , such as an exchange of goods or services . Although the social science definition of justice shares much ...
... perspective — a fair act is one that seems righteous . Often , justice refers to situations in which some transaction is involved , such as an exchange of goods or services . Although the social science definition of justice shares much ...
Page xxvi
... perspective of our species , the act might be selfish , but from the perspective of the father and child it is an act of pristine altruism . 1 Equity and Distributive Justice as Outcome Fairness What hat xxvi ORGANIZATIONAL JUSTICE.
... perspective of our species , the act might be selfish , but from the perspective of the father and child it is an act of pristine altruism . 1 Equity and Distributive Justice as Outcome Fairness What hat xxvi ORGANIZATIONAL 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