Advances in Organizational Justice
Jerald Greenberg is Abramowitz Professor of Business Ethics at The Ohio State University. His most recent publication is the seventh edition of Behavior in Organizations. Russell Cropanzano is Associate Professor and Industrial/Organizational Section Coordinator in the Department of Psychology at Colorado State University. ---------- This is a state-of-the-science book about organizational justice, which is the study of people's perception of fairness in organizations. The volume's contributors, all acknowledged leaders in this burgeoning field, present new theoretical positions, clarify existing paradigms, and identify future areas of application. The first chapter provides a comprehensive framework that integrates and synthesizes key concepts in the field: distributive justice, procedural justice, and retributive justice. The second chapter is a full theoretical analysis of how people use fairness judgments as means of guiding their reactions to organizations and their authorities. The subsequent two chapters examine the conceptual interrelationships between various forms of organizational justice. First, we are given a definitive review and analysis of interactional justice that critically assesses the evidence bearing on its validity. The next chapter argues that previous research has underemphasized important similarities between distributive and procedural justice, and suggests new research directions for establishing these similarities. The three following chapters focus on the social and interpersonal antecedents of justice judgments: the influence that expectations of justice and injustice can have on work-related attitudes and behavior; the construction of a model of the determinants and consequences of normative beliefs about justice in organizations that emphasizes the role of cross-cultural norms; and the potential impact of diversity and multiculturalism on the viability of organizations. The book's final chapter identifies seven canons of organizational justice and warns that in the absence of additional conceptual refinement these canons may operate as loose cannons that threaten the existence of justice as a viable construct in the organizational sciences. ---------- "This book brings together the world's leading scholars in the field of justice and fairness. Rather than just summarizing existing research, this sparkling collection also offers the latest thinking about new and productive directions for future research. It is a must have' for any scholar or student working on the problems of justice."--Roderick M. Kramer, Stanford University
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Justice Judgments as Pivotal Cognitions in Organizational Relations
The Sacred and the Profane
A Monistic Perspective and a Research Agenda
The Consequences of Expecting Injustice in the Workplace
6 When Do Elements of Procedural Fairness Make a Difference? A Classification of Moderating Differences
The Role of Procedural Justice in Bridging Differences
8 The Seven Loose Cannons of Organizational Justice
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acceptance accounts actions allocation analysis Applied argue associated authority behavior beliefs benefits Bies Brockner Cell chapter concerns consequences consider Cropanzano culture decisions determinants discussion distributive justice effects employees ethnic evaluations evidence examine example expectations experience explanations extent fairness judgments favorability feel findings focal Folger Greenberg heuristic human implications important individuals influence injustice interactional justice interests interpersonal involves issues Journal justice judgments legitimacy less Lind Management means measures moderating negative noted occur one’s organizational justice organizations outcomes participants perceived perceptions performance person positive predict presented Press procedural elements procedural fairness procedural justice process control question reactions reason received referent relational relationship relative reported responsible result Review sense settings similar situation Social Psychology suggests supervisor theory tice tions treated treatment trust Tyler types unfair University voice York
Page 89 - Every man is to be respected as an absolute end in himself; and it is a crime against the dignity that belongs to him as a human being, to use him as a mere means for some external purpose.
Page 25 - The old adage that there are two kinds of people in the world, those who believe that there are two kinds of people and those who don't, points up the impossibility of criticizing this paradigm from within its own confines.