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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gent on quality applicants accepting the job offers . Murphy ( 1986 ) showed that
if top candidates turn down offers , the utility of a valid selection system is
appreciably lower . This underscores how crucial it is for organizations to attract
( 1995 ) . Generally speaking , previous work has shown that applicants like
structured interview techniques ( Latham & Finnegan , 1993 ) , although they
seem to prefer the unstructured variety ( Schuler , 1993a ) . Despite this , Hayes
and his ...
Some research also suggests that RJPs are especially effective when they are
tailored to the particular needs and concerns of each individual job applicant (
Thornton , 1993 ) . In general , this work suggests that organizations should be ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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