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 48
Feasibility , Intention , and Relational Approaches to Justice . ... According to the
relational approach , people feel threatened by loss of self - esteem when
marginalized by leaders who fail to treat them as full - fledged group members
worthy of ...
Because the relational approach points to group membership as a source of
implications about identity and self - esteem , the tested predictions revolved
around questions about the importance of group membership . Specifically , the ...
Third , this reformulated approach also helps overcome a potential limitation in
the relational approach . As articulated in published material ( e . g . , Lind & Tyler
, 1988 ; Tyler & Lind , 1992 ) , the relational approach tends to focus on ...
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