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Org Behavior

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  • November 23, 2013
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TABLE OF CONTENTS

1.Introduction.....................................................................................5 1.1Types organizational justice......................................................6 1.2Concepts....................................................................................8

2.Organizational justice perception.....................................................9 2.1 Antecedents...............................................................................10 2.1 Outcomes...................................................................................12 3.Conclusion.......................................................................................14


EXECUTIVE SUMMARY
Organizational justice theory examines individuals’ perceptions of fairness in their employment relationship (Colquitt, Greenberg, & Zapata-Phelan, 2005). The topic of organizational justice has become one of the most popular and most researched areas in the fields of organization and management. In management and organization research, the terms “justice” and “fairness” are often used interchangeably, such as when referring to “organizational justice” and “organizational fairness” perceptions. Organizational justice is an important part of interpersonal relations among people in the workplace. Employees monitor the fairness of processes, outcomes, and interpersonal treatment in their organizations. When employees see that their organization is being fair, then four important individual needs are met for them: the need for belonging, the need for meaning, the need for positive self-regard, and the need for control (Cropanzano, Byrne, Bobocel, & Rupp, 2001). Organizational justice helps (1) fulfill people’s desire for important attachments to others in their organizations, (2) bring employees closer together and have a strong sense of pride in their organization, (3) fulfill employees’ need for things to be “done right” and with a sense of...