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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Although anyone can easily imagine unfair situations , it is difficult to envision a
social world in which justice would not even be a consideration . We know
unfairness because it violates our sense of what is fair . Anything else would
require us ...
Thus , we can speak of someone ' s not receiving what he or she deserves and
refer to that as being unfair in one sense ; but in the sense of unfairness as social
injustice , it makes more sense to distinguish personalized and depersonalized ...
RCT treats the sense of outcome discrepancy or deprivation in a generic sense ,
whereas the accountability model ' s expanded analysis of Would acknowledges
that the negativity of an event ' s impact can vary in several different ways and ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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