Organizational justice

It refers to a structural and formal interaction based system that periodically assesses the interactions between a supervisor and the subordinates. When employees perceive outcomes e.

organizational justice articles

Organizational justice helps to create a harmony in the workplace and it also promotes a good organizational culture. Conversely, positive state and trait affectivity was linked to higher ratings of interactional, procedural and distributive justice.

Lang et al.

Why is organizational justice important

Johns found that when people saw both their commitment to the organization and the organization's commitment to them as high, absenteeism is diminished. Main article: Emotional exhaustion Emotional exhaustion, which related to employee health and burnout, is related to overall organizational justice perceptions. Job satisfaction and organizational commitment[ edit ] Main articles: Job satisfaction and Organizational commitment Job satisfaction was found to be positively associated with overall perceptions of organizational justice such that greater perceived injustice results in lower levels of job satisfaction and greater perceptions of justice result in higher levels of job satisfaction Al-Zu'bi, When employees perceive outcomes e. Conversely, positive state and trait affectivity was linked to higher ratings of interactional, procedural and distributive justice. Organizational justice generally refers to perceptions of fairness in treatment of individuals internal to that organization while corporate social responsibility focuses on the fairness of treatment of entities external to the organization. This is not just looking at the superior-subordinate relationship but also the interactive behaviour among co-workers at the workplace. Proposed models[ edit ] Three different models have been proposed to explain the structure of organizational justice perceptions including a two factor model, a three factor model, and a four factor model. Thus, rather than focus on justice as the three or four factor component model, Byrne suggested that employees personify the organization and they distinguish between whether they feel the organization or supervisor have treated them fairly interactional , use fair procedures procedural , or allocate rewards or assignments fairly distributive justice. Choudhary, N. Research also suggests the importance of affect and emotion in the appraisal of the fairness of a situation as well as one's behavioral and attitudinal reactions to the situation e. Absenteeism and withdrawal[ edit ] Main article: Absenteeism Absenteeism, or non-attendance, is another outcome of perceived injustice related to equity theory Johns, Commonly cited outcomes affected by organizational justice include trust, performance, job satisfaction, organizational commitment, organizational citizenship behaviors OCBs , counterproductive work behaviors CWBs , absenteeism, turnover, and emotional exhaustion. The primary focus is to grow the business steadily with time.

Trust in the organization is built from the employee's belief that since current organizational decisions are fair, future organizational decisions will be fair. One way that employees restore justice is by altering their level of job performance.

As organizational actions and decisions are perceived as more just, employees are more likely to engage in OCBs.

organizational justice and whistleblowing

The continuance of employee trust in the organization and the organization continuing to meet the employee's expectations of fairness creates the reciprocal relationship between trust and organizational justice DeConick, References Choi, S.

The accuracy of the two-factor model was challenged by studies that suggested a third factor interactional justice may be involved.

Procedural[ edit ] Procedural justice is defined as the fairness of the processes that lead to outcomes.

what is organizational justice? a historical overview
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Role of organizational justice theory in performance management