The Management of Organizational Justice (organizational justice: creates…
The Management of Organizational Justice
organizational justice: creates powerful benefits for org. and employees
improved job performance
more helpful citizenship behaviors
greater trust and commitment
improved customer satisfaction
what is "organizational justice" (OJ)?
why caring about OJ?
Three components of OJ
Procedural Justice: Appropriateness of the allocation process.
Accuracy: Decisions are based on accurate information
Representation of All Concerned: Appropriate stakeholders have input into a decision
Lack of Bias: No person or group is singled out for discrimination or illtreatment
Correction: There is an appeals process or other mechanism for fixing mistakes
Consistency: All employees are treated the same
Ethics: Norms of professional conduct are not violated
Interactional Justice: Appropriateness of the treatment one receives from authority figures.
Interpersonal Justice: Treating an employee with dignity, courtesy, and respect
Informational Justice: Sharing relevant information with employees
Distributive Justice: Appropriateness of outcomes.
Equality: Providing each employee roughly the same compensation
Need: Providing a benefit based on one’s personal requirements
Equity: Rewarding employees based on their contributions
how to create perceptions of justice?
You Don’t Have to Win: How the Process by Outcome Interaction Helps Us Resolve Conflicts
Softening Hardship: The Fair Process Effect in Layoffs
Justly Balancing Multiple Goals: The Two-Factor Model in Just Reward Systems
Keeping Score Fairly: A Due Process Approach to Performance Appraisal
Positive Job Candidates: The Justice Paradox in Selection Procedures