Title: The benefits of organizational justice and practical ways how to improve it | CQ Net - Management skills for everyone
Headings: The benefits of organizational justice and practical ways how to improve it
The benefits of organizational justice and practical ways how to improve it
Executive summary
Contents
What is organizational justice?
Distributive justice: Fairness of outcome distribution (pay, feedback etc.)
Procedural justice: Fairness of decision-making processes
Interactional justice: Fairness of decision-making treatment and communication
Interpersonal justice
Informational justice
How to improve organizational justice?
Effective organizational communication
Employee participation
Employee mood and emotions
Organizational justice is an individual and team level phenomenon
Benefits of organizational justice
Critical appraisal of organizational justice: Solidity Level 5
Key take-aways
Management skills newsletter
References and further readings
About the Author

Content: Most research has been conducted at the individual level yet there is research showing that organizational justice operates at the team level, particularly in terms of team climate. Employees are influenced by colleagues and team levels in their perceptions of justice and this can lead to team level perceptions of organizational justice in the form of a justice climate (Li & Cropanzano, 2009). For example, if there is a crisis within the organization, team members can share their perceptions with each other and this can lead to a shared interpretation of events. Team members are also influenced by each other and this can lead to homogeneity in team perceptions of justice, creating a strong climate (Roberson & Colquitt, 2005). Colquitt and colleagues also showed that teams with a high justice climate tend to perform more effectively, in terms of performance and less absenteeism (Colquitt, Noe & Jackson, 2002). Benefits of organizational justice
Organizational justice is an important construct because it affects outcomes at the individual, team and organizational level. Research has shown that organizational justice is linked to positive outcomes such as
trust,
job performance and satisfaction,
organizational commitment, and
organizational citizenship behaviors (Colquitt et al., 2013). Organizational justice is also linked to negative outcomes such as counterproductive work behaviors, turnover and burnout, such that employees who perceive fairness in outcomes and processes tend to engage less in these negative behaviors (Colquitt et al., 2013).