Organizational Justice and Human Resource ManagementWhy 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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Page 152
... responses . In and of itself , this would seem to make intuitive sense - an explanation may matter more or less , depending on what it is justifying . The problem is that , although this inter- action has been obtained fairly ...
... responses . In and of itself , this would seem to make intuitive sense - an explanation may matter more or less , depending on what it is justifying . The problem is that , although this inter- action has been obtained fairly ...
Page 179
... responses directed toward another person , unless the former holds the latter accountable for key implications of that event . Suppose , for example , an employee loses her job during a layoff . If she does not consider anyone at the ...
... responses directed toward another person , unless the former holds the latter accountable for key implications of that event . Suppose , for example , an employee loses her job during a layoff . If she does not consider anyone at the ...
Page 255
... responses to performance evaluation systems . Social Justice Research , 2 , 193-205 . Painter , N. I. ( 1987 ) . Standing at Armageddon : The United States , 1877-1919 . New York : Norton . Parducci , A. ( 1965 ) . Category judgment : A ...
... responses to performance evaluation systems . Social Justice Research , 2 , 193-205 . Painter , N. I. ( 1987 ) . Standing at Armageddon : The United States , 1877-1919 . New York : Norton . Parducci , A. ( 1965 ) . Category judgment : A ...
Contents
Equity and Distributive Justice as Outcome Fairness | 1 |
Process as Procedural and Interactional Justice 35555 | 25 |
Two Theoretical Syntheses | 50 |
Copyright | |
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Other editions - View all
Organizational Justice and Human Resource Management Robert G. Folger,Russell Cropanzano Limited preview - 1998 |
Common terms and phrases
actions Agent applicants Applied Psychology appraisal aspects behavior Bies causal chapter cognitive cognitive distortion cognitive-abilities tests concepts conduct conflict consequences considered context counterfactual Cropanzano decision maker discussion disputants distributive justice drug testing effects employees equity equity theory evaluation evidence example exchange experience explanation factors Fairness Theory field study Folger Gilliland Greenberg grievance harm human impact implications individuals inequity injustice inputs intentions interactional justice interpersonal sensitivity interviews involve Journal of Applied Konovsky less Lewis Lind mediation Michael Lewis moral negative norms obligations organization Organizational Behavior organizational justice outcomes participants perceived fairness perceptions performance performance appraisal person positive potential procedural fairness procedural justice psychological contract ratings reactions reason referred relevant responses Retributive Justice role Salomon Salomon Brothers selection self-interest Shapiro Sheppard smoking ban Social Psychology someone suggests supervisor Thibaut and Walker third party tions Tyler unfair validity voice workplace