Folger and Konovsky (1989) explain that procedural justice refers to the perceived fairness of the means used to determine the amounts of compensation employees receive. Coetzee (2004) further describes it as the extent to which fair procedures and processes are in place and adhered to in an organization, and to which individuals see their leaders being fair and sincere in all they do. This essay will explore the benefits of procedural justice and in particular present an argument that supports the statement that the perception of procedural justice by employees results into positive work outcomes. Skarlicki and Folger (1997) identify the following positive consequences of procedural justice: organization commitment, intent to stay with the organization, organizational citizenship behavior, trust in supervisors and workmates, satisfaction with decisions made as well as increased work effort, job satisfaction and performance. It is these positive outcomes that are expounded on in support of the statement that positive work outcomes arise from the perception of procedural justice by employees.
McFarlin and Sweeney (1992) point out that procedures define the organizations capacity to treat employees fairly and therefore if they see the procedures as fair, employees may view the organization positively. This positivity results into high commitment and supervisor evaluations. Findings in the study by Folger and Konovsky (1989) also reveal that procedural justice has been shown to be positively related to organizational commitment. Furthermore, Moorman, Niehoff and Organ (1993) show that procedural justice influences affective commitment in particular. Affective commitment refers to one’s psychological attachment to the organization as well as their identification with it (Muchinsky, 2006). Procedural justice influences affective commitment in a way that the fair procedures of allocating resources and resolving disputes in organizations represent the view that...
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