Organizational Justice and Human Resource ManagementWhy 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. |
From inside the book
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Page 52
... consistent with viewing motivation as discrepancy reduction ; in other words , striving to eliminate or reduce a gap between a desired state and an actual state that is negatively discrepant from it . Instead of looking at discrepancy ...
... consistent with viewing motivation as discrepancy reduction ; in other words , striving to eliminate or reduce a gap between a desired state and an actual state that is negatively discrepant from it . Instead of looking at discrepancy ...
Page 80
... consistent with the urge not only to reprimand but also to punish . Punishment is justified harm , imposed so that wrongdoers suffer for their misdeeds . The desire to punish tends to increase with the severity of harm experienced ...
... consistent with the urge not only to reprimand but also to punish . Punishment is justified harm , imposed so that wrongdoers suffer for their misdeeds . The desire to punish tends to increase with the severity of harm experienced ...
Page 129
... consistent with the principles of interpersonal justice . Negative feedback - one might say criticism - can be delivered effec- tively so long as it is offered in a constructive fashion . Baron ( 1993 ) , for example , reviewed ...
... consistent with the principles of interpersonal justice . Negative feedback - one might say criticism - can be delivered effec- tively so long as it is offered in a constructive fashion . Baron ( 1993 ) , for example , reviewed ...
Contents
Equity and Distributive Justice as Outcome Fairness | 1 |
Process as Procedural and Interactional Justice 35555 | 25 |
Two Theoretical Syntheses | 50 |
Copyright | |
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Other editions - View all
Organizational Justice and Human Resource Management Robert G. Folger,Russell Cropanzano Limited preview - 1998 |
Common terms and phrases
actions Agent applicants Applied Psychology appraisal aspects behavior Bies causal chapter cognitive cognitive distortion cognitive-abilities tests concepts conduct conflict consequences considered context counterfactual Cropanzano decision maker discussion disputants distributive justice drug testing effects employees equity equity theory evaluation evidence example exchange experience explanation factors Fairness Theory field study Folger Gilliland Greenberg grievance harm human impact implications individuals inequity injustice inputs intentions interactional justice interpersonal sensitivity interviews involve Journal of Applied Konovsky less Lewis Lind mediation Michael Lewis moral negative norms obligations organization Organizational Behavior organizational justice outcomes participants perceived fairness perceptions performance performance appraisal person positive potential procedural fairness procedural justice psychological contract ratings reactions reason referred relevant responses Retributive Justice role Salomon Salomon Brothers selection self-interest Shapiro Sheppard smoking ban Social Psychology someone suggests supervisor Thibaut and Walker third party tions Tyler unfair validity voice workplace