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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... to this issue in more detail later . Interviews . Interviews are among the most
commonly used of all staffing techniques ( Harris et al . , 1990 ) . Although
maligned in the past , recent work does suggest that interviews can be valid
predictors of ...
Evidence shows that training can teach supervisors to conduct more effective PA
interviews . ( For quantitative evidence the reader is referred to French , Kay , &
Meyer , 1966 ; Hillery & Wexley , 1974 ; Ivancevich , 1982 ; Nemeroff & Cosentino
surprisingly , people are relatively dissatisfied with interviews in which they
receive negative feedback ( Pearce & Porter ... is whether or not negative
feedback and developmental information can be presented in the same appraisal
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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