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:
See also:
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Content: Equity is even more cognitively complex, so it is necessary to calculate earnings relative to contributions and to compare this ratio to the ratio of the referent. The intriguing result of these cognitive operations is that distributive justice may not be absolute. If a referent changes, a person’s distributive fairness judgments may also change, even when the actual allocation remains constant. For example, when female workers are underpaid relative to their male counterparts, they will see this as distributively unfair when the more highly paid men are their referent. However, if they use other underpaid women as their referent, they sometimes perceive less injustice. 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: