Organizational Justice: Yesterday, Today, and Tomorrow

1990 ◽  
Vol 16 (2) ◽  
pp. 399-432 ◽  
Author(s):  
Jerald Greenberg
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Equity Theory ◽  
Historical Overview ◽  
Justice Research ◽  
New Directions ◽  
History Of ◽  
Justice Judgments ◽  
Future Work

The present article chronicles the history of the field of organizational justice, identifies current themes, and recommends new directions for the future. A historical overview of the field focuses on research and theory in the distributive justice tradition (e.g., equity theory) as well as the burgeoning topic of procedural justice. This forms the foundation for the discussion offive popular themes in contemporary organizational justice research: (a) attempts to distinguish procedural justice and distributive justice empirically, (b) the development of new conceptual advances, (c) consideration of the interpersonal determinants of procedural justice judgments, (d) new directions in tests of equity theory, and (e) applications of justice-based explanations to many different organizational phenomena. In closing, a plea is made for future work that improves procedural justice research methodologically (with respect to scope, setting, and scaling), and that attempts to integrate and unify disparate concepts in the distributive and procedural justice traditions.

Pengaruh Persepsi Keadilan terhadapKinerja Distributor PT X dengan Ketergantungan sebagai Variabel Moderating

2020 ◽  
Vol 22 (2) ◽  
pp. 268-285
Author(s):  
Icuk Hertanto ◽  
Ade Witoyo
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Total Population ◽  
Interactional Justice ◽  
Market Control ◽  
Eastern Indonesia ◽  
Positive Effect

Abstract: PT. X companies engaged in the national cement productionsector which are the market leaders in Indonesia which control the islandsof Java, Bali, Kalimantan and parts of Eastern Indonesia. The result of thisproduct tends to be a commodity product. So, to maintain market control isto maintain the level of availability of cement products. With suchchallenges, PT. X must maintain good relations with its distribution network.One important factor in maintaining good relations between suppliers andbuyers is the Perception of Organizational Justice that exists in both. Thepurpose of this study was to analyze the effect of perceptions oforganizational justice on the performance of the distributors of PT. X withdependence as moderating variable. This research is a quantitative studywith a total population of all distributors of PT. X. This study concludes thatorganizational justice has a positive effect on distributor performance, andthis influence is not moderated by dependency.Keywords: distributor performance, procedural justice, distributive justice,interactional justice, organizational justice, dependency.

scholarly journals TEISĖJO ELGESIO IR SPRENDIMO PROGNOZĖS SĄVEIKA VERTINANT PROCEDŪRINĮ TEISINGU

Psichologija ◽  
2005 ◽  
Vol 32 ◽  
pp. 87-101
Author(s):  
Alfredas Laurinavičius
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Dispute Resolution ◽  
Subjective Evaluation ◽  
Final Decision ◽  
Legal Institutions ◽  
Status Recognition ◽  
Justice Judgments ◽  
Moderate Relationship

Teisingumo klausimas yra svarbus teisminio ginčo nagrinėjimo dalyviams. Suvoktas sprendimo ir procedūrinis teisingumas turi įtakos sprendimo ir jį priimančio asmens vertinimams. Atliktame faktoriniame 3 × 2 × 2 eksperimente buvo tiriama subjektyvios teisėjo sprendimo palankumo prognozės įtaka teisingumo vertinimams. Esant skirtingai teisėjo sprendimo prognozei, teisėjo elgesio ypatumai turi skirtingą įtaką procedūrinio teisingumo ir pasitikėjimo teismais vertinimams. Atliktas eksperimentas parodė, kad teisėjo elgesio ir procedūrinio teisingumo reikalavimų atitikimas yra ypač svarbus vertinant teisėjo elgesį tais atvejais, kai ginčo dalyvis prognozuoja nepalankų sau sprendimą arba neturi aiškios teisėjo sprendimo prognozės. Esant nepalankiai teisėjo sprendimo prognozei, teisėjo elgesio ir procedūrinio teisingumo reikalavimų atitikimas ypač stipriai veikia asmens pasitikėjimą teismais.Pagrindiniai žodžiai: teisingumo psichologija, procedūrinis teisingumas, ginčo sprendimas. THE INTERACTION OF JUDGE’S BEHAVIOR AND JUDGE’S DECISION PROGNOSIS IN THE PROCEDURAL JUSTICE JUDGMENTSAlfredas Laurinavičius SummaryPsychological research shows a big importance of procedural justice in dispute resolution. Perception of procedural justice affects evaluations of the performance of legal institutions and authorities, evaluations of legal decisions and outcomes, satisfaction with encounters with the legal system, support for legal institutions and compliance with law. According to K. van den Bos and E. A. Lind people are more affected by variation in fairness when they feel uncertain. Participants’ expectations about judge’s possible decision can moderate relationship between procedure and subjective evaluation of procedural justice. 3 × 2 × 2 factorial experiment was conducted: 3 (expectation of the possible decision: certainly positive, certainly negative, uncertain)× 2 (decision: positive vs. negative) × 2 (procedure: fair vs. unfair). The experiment was conduced in 2 Vilnius universities, participation was voluntary, participants were not paid. Data of 330 students (men and women) were analyzed. There were between 22 and 36 participants per cell. A scenario method was applied in the experiment. Participants were given a description of legal dispute of non material harm compensation. Participants were asked to imagine themselves as being defendant and evaluated a possibility of positive and negative decision. Participants were shown one of two videotapes with excerpts from litigation session. After watching the excerpt (fair treatment or unfair treatment) they received judge’s final decision (favorable or unfavorab le) and completed the questionnaire. Dependents variables in this experiment were participants’ evaluations of distributive justice, procedural justice, perceived voice, neutrality, trust in benevolence, status recognition and support for courts.A 2 × 2 × 3 ANOVA revealed significant interactions between Expectation and Procedure on perceived voice F (2,318) = 4.513, p < .05, η² = .028, neutrality F (2,318) = 3.413, p < .05, η² = .021 and support for courts F (2,318) = 3.084, p < .05, η² = .019. No interactions were found for distributive justice, procedural justice, trust in benevolence, status recognition. A significant effect of Expectation was found on distributive justice judgments F (2,317) = 5.02, p < .05, η² = .031. Those expected negative decision rated distributive justice more positively.The presented research shows that expectation of judge’s decision can moderate some procedural justice judgments and support for courts judgments. Variation of procedure had biggest effect on evaluation of perceived voice, neutrality and support for courts in condition when participant was expecting negative decision. It seems that expectation of negative decision makes people more sensitive to procedural issues. Being certain about positive decision decreases a role of procedure on those ratings.Keywords: Psychology of Justice, Procedural justice, Dispute resolution.

scholarly journals Hoe gezondheidsbeleid de toewijding van werknemers beïnvloedt

2009 ◽  
Vol 22 (4) ◽  
Author(s):  
Jan Fekke Ybema ◽  
Maartje Bakhuys Roozeboom
Keyword(s):  
Social Support ◽  
Health Policy ◽  
Longitudinal Study ◽  
Data Collection ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Job Resources

How health policy influences the dedication of employees How health policy influences the dedication of employees J.F. Ybema & M. Bakhuys Roozeboom, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 354-370. A longitudinal study with three yearly waves of data collection among 1.013 employees was used to examine whether employers' health policy improved dedication of employees. Furthermore, it was examined whether health policy improved autonomy, social support (from supervisor, from colleagues), and organizational justice (procedural, distributive), and whether health policy affects dedication through these job resources. The results showed that health policy at T1 contributed to higher dedication at T3, corrected for dedication at T1. Moreover, health policy did not improve autonomy, but it led to more social support from supervisor and colleagues and to more procedural and distributive justice at T2, corrected for these job resources at T1. The effects of health policy on dedication were partly mediated by more social support from the supervisor and by higher procedural justice. This means that employers should invest in health policy to improve the job resources and dedication of employees.

scholarly journals The Relationship of Distributive Justice and Procedural Justice on Organizational Commitment: An Empirical Testing

2017 ◽  
Vol 31 (1-2) ◽  
pp. 121-128
Author(s):  
Binod Ghimire
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Human Resource Development ◽  
Work Factors ◽  
Relationship Of ◽  
Managerial Employees ◽  
The Impact ◽  
The Relationship

This paper investigates the relationship between organizational justice and organizational commitment among the employees of different organizations from Kathmandu Valley. This research study analyzes the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s commitment. This study is descriptive and analytical. The sample consists of managerial and non-managerial employees who have volunteered to participate in the study. This study reveals a positive and significant relationship showing that the foundation of an employee’s commitment is within the application of both distributive and procedural justice, with procedural justice having stronger effect. The findings in this study would offer insight to the managers and business organization in Nepal to formulate strategies that involve in work factors such as distributive and procedural justice for the improvement of the human resource development.

Organizational justice and millennial turnover in public accounting

2017 ◽  
Vol 39 (1) ◽  
pp. 112-126 ◽  
Author(s):  
Jessie George ◽  
Stephanie Wallio
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Turnover Intentions ◽  
Public Accounting ◽  
Content Type ◽  
The Public ◽  
Study Results ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between distributive justice, procedural justice, and turnover intentions for Millennial employees working in the public accounting environment. Design/methodology/approach Data collection utilized an online survey sent to members of a regional certified public accountant organization (n=75). Findings Lower levels of both distributive and procedural justice predicted higher turnover intentions, controlling for gender and job tenure. Procedural justice was found to have a stronger relationship with turnover intentions than distributive justice for Millennial public accountants. Practical implications The public accounting industry is facing a crisis based on the shortage of staff and senior level accountants, which are primarily Millennial employees. The study results have practical implications for public accounting firms. The findings suggest that the fairness of organizational processes could impact Millennials’ turnover intentions more than the fairness of organizational rewards. Employers could use this information to manage levels of procedural justice, which could reduce turnover intentions, actual turnover, and other byproducts of the staffing shortage. Originality/value This study examined the relationship between organizational justice and Millennial turnover intentions in public accounting. The study replicated the findings of some prior studies in a purely Millennial sample in the public accounting context and addressed some of the contradictory results seen previously related to organizational justice. As the public accounting industry has an abnormally large percentage of Millennial employees, these findings may be applied to other environments as the Millennial population in the workforce increases.

scholarly journals Organizational Justice as an Antecedent of Job Performance

2013 ◽  
Vol 9 (3) ◽  
pp. 335 ◽  
Author(s):  
Aizzat Mohd. Nasurdin ◽  
Soon Lay Khuan
Keyword(s):  
Job Performance ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Task Performance ◽  
Contextual Performance ◽  
Telecommunications Industry ◽  
Future Research ◽  
Performance Task ◽  
Customer Contact

The present research examines the influence of organizational justice (distributive justice and procedural justice) on predicting job performance (task performance and contextual performance). Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted.

Disadvantage, Fairness, and Power Crises in Africa

2018 ◽  
Author(s):  
Hanri Mostert ◽  
Heleen van Niekerk
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Fossil Fuels ◽  
Resource Curse ◽  
Extractive Industries ◽  
African Countries ◽  
The World ◽  
History Of ◽  
Energy Justice

Realizing energy justice in Africa requires targeting the difficulties that the continent faces. Energy justice is a concept emanating from three philosophical notions, namely distributive justice, procedural justice, and recognition justice. The practical challenges of achieving energy justice are illustrated well in the coal and oil industries of Africa, a continent plagued by the resource curse. Moreover, despite being energy-poor, African countries often export their mined fossil fuels, providing other parts of the world with the energy necessary to live productive and dignified lives. These considerations, in conjunction with Africa’s history of colonialism and the concomitant denial of people’s rights require distinct approaches to distributive, procedural, and recognition justice in extractive industries. This chapter outlines these approaches and explores uniquely African responses to some of the injustices that prevail in Africa’s extractive industries.

An Exploratory Study of Organizational Justice and Work Attitudes Among Chinese Prison Staff

2018 ◽  
Vol 98 (3) ◽  
pp. 314-333 ◽  
Author(s):  
Eric G. Lambert ◽  
Jianhong Liu ◽  
Shanhe Jiang
Keyword(s):  
Regression Analysis ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Exploratory Study ◽  
Job Involvement ◽  
Job Attitudes ◽  
Work Attitudes ◽  
Empirical Literature ◽  
Correctional Staff

While both forms of organizational justice are important, the empirical literature indicates that procedural justice generally has wider and greater effects on job attitudes compared with distributive justice. Regression analysis of self-reported survey data from 322 staff at two Chinese prisons in Guangzhou suggests that, while both forms of organizational justice were important for Chinese correctional staff’s organizational commitment, distributive (but not procedural) justice had significant positive associations with both job involvement and job satisfaction. This emphasis on distributive justice differs from what has been empirically found for U.S. correctional staff.

scholarly journals ORGANIZATIONAL JUSTICE AND AFFECTIVE COMMITMENT TO CHANGE IN EMPLOYEES OF MULTIFINANCIAL SERVICE COMPANY

2020 ◽  
Vol 19 (1) ◽  
pp. 51-60
Author(s):  
Safitri Primawidi ◽  
Wustari Mangundjaya
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Significant Role ◽  
Affective Commitment ◽  
Commitment To Change ◽  
Multiple Regressions ◽  
Four Dimensions ◽  
Service Company

The aim of the study is to investigate the role of organizational justice to affective commitment to change. The study was conducted based on data collected from 42 employees working in head office of multifinancial service company. It is made up of 16 males and 26 females’ employees. Affective commitment to change was measured using Herscovitch and Meyer’s Affective Commitment to Change Scale (6 items; α= .828). While organizational justice was measured using Colquitt’s Organizational Justice Scale (20 items; α=.905). The hypotheses were tested using multiple regressions. The result showed R2 of .821, meaning that 82% of affective commitment to change can be explained by organizational justice. Among four dimensions of organizational justice, procedural justice has the most influence and significant role on affective commitment to change (β= .445, p<.001), followed by distributive justice (β = .336, p<.001). The findings of the study demonstrated that organizational justice has positive significant impact on affective commitment to change, particularly distributive and procedural justice. Based on this study, in order to develop affective commitment to change in these multifinance company employees, to design intervention to increase organizational justice is neccessary.

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