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.
Results 1-3 of 92
Despite differing norms , all human groups show at least some concern with
fairness ( Wilson , 1993 ) , if this is understood to mean playing by the rules and
abiding by ethical standards . Although anyone can easily imagine unfair
situations , it ...
A large brain provides humans with tremendous flexibility for engaging in
innovative planning . Likewise , we do not intend to understate the role of culture .
Obviously these influences are very important . It is also clear , however , that the
Switching examples to a human whose head is being held under water , we can
avoid being anthropomorphic by saying that such a person could not help but
think about what it would feel like to be able to breathe again . The fish out of
What people are saying - Write a review
Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
3 other sections not shown