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.
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Indeed , Tom Tyler and Alan Lind have consistently argued for that position as an
alternative to what they see as an overemphasis on self - interest within the
procedural tradition established by Thibaut and Walker ( 1975 ; see Lind & Tyler
... Russell Cropanzano, Professor of Management and Entrepreneurship Russell
Cropanzano. the intentions of legal authorities to solve problems . In general ,
however , Tyler and Lind argued that judgments of ethicality were more central .
In fact , Tyler and Lind ' s ( 1992 ) discussion of standing mentioned references (
Lind et al . , 1989 ; MacCoun , Lind , Hensler , Bryant , & Ebener , 1988 ) that
described this aspect of their relational model as involving issues of " dignitary ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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