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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Antecedents of Perceived Inequity Discussion of inequity ' s antecedents calls for
a slightly enlarged description of inputs . Despite sexist language , Adams ' s (
1965 ) description still serves well : On the man ' s side of the exchange are his ...
Our conclusion differentiates between two types of subsequent reactions that can
emerge from the initial perception of disadvantaged inequity : ( a ) anger aimed at
other people and social institutions associated with the state of disadvantage ...
If Lewis had at first felt underpaid and then these same thoughts had flooded his
brain , that sequence would be an example of changing the comparison object to
reduce inequity . Because the sequence actually occurred in the reverse ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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