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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If some rational and scientific standard of truth is assumed to exist , then all other
considerations simply introduce test bias . Thus , social considerations are at best
irrelevant and at worst , bothersome . A good example of how this perspective ...
Nor , for that matter , are supervisors . Self - interested political machinations are
facts of organizational life . However , it is important to note that this kind of
nastiness does not always exist . It is not predestined . Instead , it seems that
when the ...
... equity , differences can exist about how to calculate and weight relevant
determinants ( cf . debates about comparable worth ) . ... about outcomes always
reduces ambiguity about distributive justice or that no other sources of ambiguity
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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