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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That deliberate conflation of constructs reflects our bias toward viewing both as
factors relevant to assigning someone blame - making that person a target for
anger and resentment , warranting punishment . At the same time , we will also ...
That is , we discuss excuses and justifications as factors related to social conduct
, but we present them in the context of experiments demonstrating an Outcome x
Process interaction , where the Outcome factors have a bearing on social ...
In the layoff example used earlier , Could and Should factors refer to Sarah ' s
conduct in terms of ( a ) her capacity for managerial discretion and ( b ) an
evaluation based on applicable moral imperatives . Conversely , Would factors
refer to ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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