Title: Organizational Justice - IResearchNet
Headings: Organizational Justice
Organizational Justice
Different Types of Organizational Justice
Distributive Justice
Procedural Justice
Interactional Justice
Studying Justice: Main Effects and Interactions
Main Effects of Justice
Interactions among Justice Types
Why People Care About Justice
Economic Self-Interest
The Control Model
The Group-Value Model
Social Exchange Theory
Deontic Justice
Conclusion
References:
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Content: Procedural Justice
Especially important to the study of organizational fairness is work on procedural justice. Procedural justice researchers agree that workers are interested in the outcomes they receive (that is, in distributive justice). However, they add that employees also attend to the process by which these outcomes are assigned. Procedural justice is an especially strong predictor of such outcomes as organizational citizenship behavior, organizational commitment, trust, and so on. Generally speaking, processes are likely to be judged as fair if they have some combination of the following attributes: They are accurate, consistently applied, free from bias, representative of all concerned, correctable when mistakes are made, and consistent with prevailing ethical standards. Other research suggests that fair procedures should provide advance notice and not violate privacy concerns. A large body of research has investigated the design of human resource systems in light of procedural justice considerations. This work has examined personnel procedures pertaining to performance evaluation, affirmative action programs, workplace drug testing, staffing, family-leave procedures, layoff policies, compensation decisions, conflict resolution procedures, and so on. Generally speaking, this work suggests that fair procedures can bring benefits to organizations, in the form of more effective job behaviors and more positive work attitudes.