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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Procedural Justice When social scientists refer to procedural justice , they are still
indicating an evaluation or subjective judgment . However , in this case it is an
appraisal of the process by which an allocation decision is ( or was ) made .
Distributive and procedural justice : Combined impact of " voice ” and
improvement on experienced inequity . Journal of Personality and Social
Psychology , 35 , 108 - 119 . Folger , R . ( 1984 ) . Perceived injustice , referent
cognitions , and the ...
Conditions leading to value expressive effect in judgments of procedural justice :
A test of four models . Journal of Personality and Social Psychology , 52 , 333 -
344 . Tyler , T . R . ( 1988 ) . What is procedural justice ? Criteria used by citizens
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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