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 52
However , as we have already seen , applicants form more negative impressions
of organizations following treatment that is perceived to be unfair . It should come
as no surprise to realize that applicants are less predisposed to accept a job ...
How Employers Can Make Their Staffing Practices Fairer So far in this chapter ,
we have seen that test fairness is important . We have also seen that many
organizations are not using fair selection procedures . Consequently , they risk
Until this research is conducted , our explanation can only be seen as
speculative . Account Adequacy Let us refer back to Figure 6 . 1 . We started on
the distal side of the causal sequence by noting that accounts should be
thorough and ...
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