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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applying moral principles that hold people accountable for the implications of
their discretionary behavior . Fairness Theory characterizes moral accountability
as involving ( a ) conduct — the commission or omission of actions capable of ...
The negative implications of being laid off might seem severe to some and only
mild to others . Nonetheless , the variations in experienced negativity would tend
not to be correlated with negative responses that target management , such as ...
in terms of exchanged material resources , therefore , expanding beyond that
limitation of RCT would entail an analysis about the symbolic importance of
implications such as those associated with another person ' s conduct . The focus
of that ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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