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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A Preview of Procedural Justice Procedural justice refers to fairness issues
concerning the methods , mechanisms , and processes used to determine
outcomes . For example , these issues might involve considerations about the
proper way to ...
As we have emphasized , the negativity of that state might be determined by
many factors , including a focus on lost pay , a ... Could and Should factors
function to determine accountability ( e . g . , whether to hold the immediate
The impact - accountability distinction is also not unlike the difference between
determining guilt ( accountability ) and ... The decision to apply a negative
sanction requires accountability judgments to determine the direction of the
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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