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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Human resources managers are well aware of how such events can influence
fairness perceptions . Events at either of two points in time can influence
perceptions of the throughput process of decision making , which explains why
both types ...
In particular , referent outcomes influence the perceived satisfactoriness of a
person ' s outcomes — the extent to which the latter are seen as having favorable
or unfavorable consequences for the person . How do referent outcomes
In the “ Moving beyond equity theory : New directions in research on justice in
organizations ” symposium conducted at the annual meeting of the Academy of
Management , Chicago . Bies , R . J . ( 1987a ) . Beyond “ voice ” : The influence
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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