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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Schuler ( 1993b ) put it more directly , arguing that organizations need to pay as
much attention to a test ' s social validity , or the extent to which it is seen as fair
and acceptable , as they now pay to a test ' s statistical validity . This chapter ...
For example , despite their wide use , unstructured preemployment interviews
show low validity ( Arvey & Campion , 1982 ) . Similarly , graphology , or
handwriting analysis , has been widely used on the European continent (
When compared to cognitiveabilities tests , both of these tools yield comparable
validity coefficients , smaller ethnic differences , and more positive perceptions of
fairness . As such , work samples and assessment centers should be seriously ...
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Equity and Distributive Justice as Outcome Fairness
Process as Procedural and Interactional Justice
Two Theoretical Syntheses
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