Title: Justice, Fairness and Employee Engagement | Ideas for Leaders
Headings: Justice, Fairness and Employee Engagement
Justice, Fairness and Employee Engagement
Key Concept
Idea Summary
Business Application
SUBSCRIBE TO IDEAS FOR LEADERS AND ACCESS ALL OUR IDEAS, PODCASTS, WEBINARS AND RECEIVE EXCLUSIVE EVENT INVITATIONS.
References

Content: Justice, Fairness and Employee Engagement | Ideas for Leaders
Ideas for Leaders # 334
Justice, Fairness and Employee Engagement
This is one of our free-to-access content pieces. To gain access to all Ideas for Leaders content please Log In Here or if you are not already a Subscriber then Subscribe Here. Key Concept
Employees’ perceptions of justice in their organization can impact important outcomes and should not be ignored. In this Idea, positive changes in distributive, procedural, and interactional justice are linked to job satisfaction and organizational commitment. Read on to find how these can be built upon in your workplace. Idea Summary
Organizational justice has become a major focus of management research in recent years, due to its connection with numerous employee outcomes; satisfaction, commitment, trust and reduced levels of turnover have all been associated with an employee’s perceived level of justice in their workplace. But how exactly do changes in perceptions of justices—both and positive or negative—affect employee attitudes? In a 2013 paper, Tae-Yeol Kim from CEIBS explores this question, alongside researchers from the University of Macau and City University of Hong Kong. They propose that changes in outcome allocations, company procedures and interpersonal treatment that make employees feel that they are being treated more fairly can go a long way towards improving their job satisfaction, employee engagement and commitment.