© 2017 – Routledge
Organizational justice – the perception of workplace fairness – can bring important benefits not only to the health and well-being of individual employees but also to the productivity of organizations themselves. This timely new collection, with contributions from leading researchers from around the world, considers organizational justice in an era when globalization has resulted in rapid organizational change, greater job insecurity, and increasing worker stress.
Both comprehensive and cutting edge, the book initially considers what we mean by organizational justice in its relationship to self-interest, social identity, and personal moral codes. But moving beyond the perceptions of individuals, the book also reflects the increasing interest in the roles of teammates and leaders in creating organizational justice. There follow chapters on the negative results of perceived injustice, specifically around physical and mental employee health, as well as its deleterious impact on organizational productivity.
Providing a definitive, state-of-the-art overview of the field, the book not only clarifies the key concepts and ideas that inform organizational justice but also explores their importance for today’s organizations, managers, and employees. Including a final section that both suggests new areas for research and critically reflects on the field itself, this will be essential reading for researchers and students across business and management, organizational studies, HRM, and organizational and work psychology.
'An insightful collection of organizational justice research, which not only reviews from whence we've come, but also both highlights interesting new avenues of inquiry and points us toward future work in this area . . . This volume serves as a useful resource for budding and senior justice scholars alike. Representing the work of justice researchers spanning the globe, Organizational Justice is indeed an important contribution pertaining to what has proven to be a very important topic of study.' -- Deborah E. Rupp, Professor and William C. Byham Chair in Industrial Organizational Psychology, Purdue University, USA
1. Challenges for an Organizational Justice Research Agenda (Carolina Moliner, Vicente Martínez Tur & Russell Cropanzano). Section 1: Justice Motives 2. Deonance: Expanding the Concept (Robert Folger & Christopher Stein) 3. Managerial Motives for Just Action and Managers’ Cultural Logic: Taking a CuPS approach (E. Layne Paddock). Section 2: Justice & Particularities of Teams 4. The "Who" of Organizational Justice: Source effects on justice judgements (Tatiana Marques, David Patient & Irina Cojuharenco) 5. The Role of Peer Justice Climate: What do we know and where can we go from here? (Agustin Molina, Ana Jakopec, Russell Cropanzano & Carolina Moliner). Section 3: Consequences of Injustice and Implications for Practice 6. Justice and Conflict Dynamics in Teams (Mladen Adamović, Marion Fortin & Marjo-Riitta Diehl) 7. An Eye for an Eye: Counterproductive work behavior as an emotional reaction to injustice in the workplace (Christine A. Henle & Megan Naude) 8. Organizational Justice for Understanding Employee Health and Well-being (Dirk D. Steiner) 9. Fairness, uncertainty, trust, and benevolence: Social construction of a market in an emerging economy through the perceptions of value chain transaction partners (Chris M. Bell & Kevin McKague). Section 4: New Constructs in Organizational Justice Research 10.Entity Justice and Entity Injustice: A review and conceptual extension (Russell Cropanzano, Erica L. Anthony, Shanna R. Daniels & Alison V. Hall) 11. Construct death matches: A cure for what ails us (and our literature) (Marshall Schminke & Sharon Sheridan)