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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The content of the explanation , however , can influence perceptions of fairness
in ways that go beyond the mere existence of an explanation per se . It makes
sense to differentiate such aspects of the content of the explanation from
as proper can depend on local norms of propriety ; some decisions might seem
so routine that no explanation is required , and some Agents might not be
expected to give explanations because no one believes that their authority
should be ...
Indeed , suppose it is extremely pernicious . It could be that in very harsh
circumstances simple explanations are simply inadequate . ... If the event is
disastrous , the explanation is feeble and impotent . This theory could produce
both the low ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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