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 xviii
... role of culture . Obviously these influences are very important . It is also clear , however , that the vast majority of people , from all walks of life , eschew a solitary existence . Most of us seek some contact with others , although ...
... role of culture . Obviously these influences are very important . It is also clear , however , that the vast majority of people , from all walks of life , eschew a solitary existence . Most of us seek some contact with others , although ...
Page xxv
... role of ( un ) fairness as both a contributor to and a means of resolving work- place conflict . We close the book , in Chapter 7 and Chapter 8 , with a new theory of fairness and a discussion of emerging directions for future theory ...
... role of ( un ) fairness as both a contributor to and a means of resolving work- place conflict . We close the book , in Chapter 7 and Chapter 8 , with a new theory of fairness and a discussion of emerging directions for future theory ...
Page 1
... role in determining many employee outcomes ( e.g. , promotions , work assignments , disciplinary actions ) , of course , but human resources managers frequently review supervisors ' decisions about such out- comes , provide relevant ...
... role in determining many employee outcomes ( e.g. , promotions , work assignments , disciplinary actions ) , of course , but human resources managers frequently review supervisors ' decisions about such out- comes , provide relevant ...
Page 6
... role . Thus , Other might be Person in a job he held previously , in which case he might compare his present and past outcomes and inputs and determine whether or not the exchange with his employer , present or past , was equitable ...
... role . Thus , Other might be Person in a job he held previously , in which case he might compare his present and past outcomes and inputs and determine whether or not the exchange with his employer , present or past , was equitable ...
Page 21
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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