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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In contrast to the loss of the crops , which results only from the uncertainties of
natural disasters , the action of lenders who foreclose on a person ' s property
raises issues of accountability and hence possible blameworthiness , misconduct
... two categories for some purposes helps emphasize that either set of events
can accomplish the same objective from the manager ' s perspective —
constructing a defense against reproach for wrongdoing and against possible
retaliatory or ...
Also , rules for all possible aspects of a situation cannot be specified in advance ;
personal discretion reigns “ in between the cracks ” of rules as another entry point
for variations in interactional fairness . A way to think about the distinction in ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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