Organizational Justice and Human Resource Management
Robert G. Folger, Russell Cropanzano, Professor of Management and Entrepreneurship Russell Cropanzano
SAGE Publications, Apr 9, 1998 - Business & Economics - 278 pages
Why are some acts but not others perceived to be fair? How do people who experience unfairness respond toward others held accountable for the unfairness? This book reviews the theoretical organizational justice literature and explores how the research on justice applies to various topics in organizational behaviour including personnel selection systems, performance appraisal and the role of fairness in resolving workplace conflict.
Organizational Justice and Human Resource Management considers justice in organizations within a new framework - Fairness Theory - which integrates previous work in this area by focusing on accountability for events with negative impact on material and psychological well-being.
Results 1-3 of 45
Often , however , people affected by a decision feel entitled to hear why it was
made ( Bies , 1987a ; Greenberg , 1990a ; Milkovich & Newman , 1987 ) . Theory
and research by Bies and his colleagues ( e . g . , Bies , 1987a , 1987b , 1989 ...
However , in the organizational sciences , the most widely used taxonomy has
been the one devised by Bies ( 1987b ) . According to Bies ( 1987b ) , social
accounts work because they manage a person ' s perceptions of a negative event
New York : Random House . Bies , R . J . ( 1982 , August ) . The delivery of bad
news in organizations : A social information perspective . Paper presented at the
annual meetings of the Academy of Management , New York . Bies , R . J . ( 1986
What people are saying - Write a review
Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
3 other sections not shown