Why are some acts but not others perceived to be fair? How do people who experience unfairness respond toward others held accountable for the unfairness? This book reviews the theoretical organizational justice literature and explores how the research on justice applies to various topics in organizational behaviour.
'Folger and Cropanzano point to the pervasiveness of justice considerations in organizational behaviour. [They] are successful in presenting a framework focusing on accountability for events and on well-being. The theory presented emphasizes the distinctions between an event's negative impact and whether someone is held accountable for that event. [The authors] are convincing when they present the relevant theories of organizational justice. In sum, a good introductory book about the under-exposed theme of justice in organizations' - International Journal of Selection and Assessment
Why are some acts but not others perceived to be fair? How do people who experience unfairness respond toward others held accountable for the unfairness? This book reviews the theoretical organizational justice literature and explores how the research on justice applies to various topics in organizational behaviour including personnel selection systems, performance appraisal and the role of fairness in resolving workplace conflict.
Organizational Justice and Human Resource Management considers justice in organizations within a new framework - Fairness Theory - which integrates previous work in this area by focusing on accountability for events with negative impact on material and psychological well-being.
