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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research involved adding an independent variable to the context of inequitable
pay — choice . In turn , choice is but one example of a much broader category _
aspects of procedures — that also includes other methods for determining ...
In fact , being allowed to make such a choice comes rather infrequently ( e . g . ,
when considering different job offers ) . As we try to show in the following chapter
, however , choice provides but one example of how to solve inequity ' s ...
came from the outcome and how much from the choice ( ambiguous ) . (
Incidentally , the experiments described in Chapter 1 avoided that confounding . )
Work by Thibaut and Walker ( 1975 , 1978 ) , however , had already paved the
way for ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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