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 51
We then introduce the possibility of a negative - positive asymmetry — and the
implications of that possibility — as a general topic . If such an asymmetry exists ,
that would suggest the inadvisability of treating positive and negative events ( or
Positive affect correlated directly with two measures of relationship : ( a ) reports
of the extent to which roommates were ... however , we do not know of research
that has separated positive and negative affect from one another in that context .
For both , the positive experience of being able to breathe habituates and hence
fades into the background of awareness . Lack of awareness about a positive
experience , however , does not necessarily make it less positive in principle —
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