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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We believe that everyday perceptions of fairness are fundamentally grounded in
two issues — social consequences and social conduct . On the one hand , these
are distinct ; for example , they can be conceptualized and manipulated ...
His theoretical program emphasized the consequences of felt injustice . His own
research primarily investigated behavioral implications of guilt as a reaction to
overpayment , but he also sought to identify various consequences of ...
Intentional aggressiveness causes or threatens to impose unjustified
consequences ; that is , the intended consequences threaten to impose burdens
on harmed Victim ( s ) that outweigh the moral value of offsetting benefits to the
Victim ( s ) ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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