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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Here we can add examples to illustrate procedural and interactional justice
considerations at Salomon Brothers . ... For example , these issues might involve
considerations about the proper way to conduct a decisionmaking process , a
example , procedures such as cognitive abilities testing ( Hunter & Hunter , 1984
) , biographical inventories ( Schmitt , Gooding , Noe , & Kirsch , 1984 ) , and
assessments centers ( Gaugler , Rosenthal , Thornton , & Bentson , 1987 ) all
... those that the applicant does not or cannot understand , compromise this
feeling of personal agency . For example , one study by Kluger and Rothstein (
1993 ) found that individuals perceived that they had little control over their
scores on ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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