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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Because heavy smokers suffer greater harm for which they might blame
management , their reactions tend to differ ( more than the reactions of light
smokers ) depending on whether or not they do find management to blame . If
reactions to ...
A different type of psychological mechanism would have to be used to explain the
reactions of neutral , third - party observers — that is , if such observers showed
outrage over an injustice that has no effect on them personally . Illustratively ...
Reactions of employees to performance appraisal interviews as a function of their
participation in rating scale development . Personnel Psychology , 37 , 703 - 710
. Simon , H . A . ( 1983 ) . A mechanism for social selection and successful ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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