Title: Organizational justice - Wikipedia
Headings: Organizational justice
Organizational justice
Contents
Overview
Corporate social responsibility
Roots in equity theory
Types
Distributive
Procedural
Interactional
Proposed models
The role of affect in perceptions
Antecedents of perceptions
Employee participation
Communication
Justice climate
Outcomes of perceptions
Trust
Performance
Job satisfaction and organizational commitment
Organizational citizenship behavior
Counterproductive work behaviors
Absenteeism and withdrawal
Emotional exhaustion
Health
Turnover Intention
See also
Bibliography
References

Content: Much literature in the industrial/organizational psychology field has examined organizational justice as well as the associated outcomes. Perceptions of justice influence many key organizational outcomes such as motivation (Latham & Pinder, 2005) and job satisfaction (Al-Zu'bi, 2010). Corporate social responsibility
A concept related to organizational justice is corporate social responsibility (CSR). Organizational justice generally refers to perceptions of fairness in treatment of individuals internal to that organization while corporate social responsibility focuses on the fairness of treatment of entities external to the organization. Corporate social responsibility refers to a mechanism by which businesses monitor and regulate their performance in line with moral and societal standards such that it has positive influences on all of its stakeholders (Carroll, 1999). Thus, CSR involves organizations going above and beyond what is moral or ethical and behaving in ways that benefit members of society in general. It has been proposed that an employee's perceptions of their organization's level of corporate social responsibility can impact that individual's own attitudes and perceptions of justice even if they are not the victim of unfair acts (Rupp et al., 2006). Roots in equity theory
The idea of organizational justice stems from equity theory (Adams, 1963, 1965), which posits that judgments of equity and inequity are derived from comparisons between one's self and others based on inputs and outcomes. Inputs refer to what a person perceives to contribute (e.g., knowledge and effort) while outcomes are what an individual perceives to get out of an exchange relationship (e.g., pay and recognition).