Procedural Justice as a Two-Dimensional Construct

By B. Erdogan, Maria L. Kraimer, R. Liden. 2001

155 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/15548736393734bfd4e3608613e3e210b7c62610

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. J. Simmons
2. C. Mason
3. Almuth McDowall
4. E. Maguire
5. Sharon Narcisse
6. Margaret E. Heffernan
7. C. Fletcher
8. Devon Johnson

In Public Administration

1. J. Simmons
2. C. Mason
3. T. Dundon
4. M. Harcourt

In Sociology and Political Science

1. J. Simmons
2. C. Mason
3. E. Maguire
4. C. Fletcher
5. Devon Johnson
6. Almuth McDowall
7. T. Dundon
8. M. Harcourt

Citations in the corpus

• Embedding Corporate Social Responsibility in Corporate Governance: A Stakeholder Systems Approach (2013, methodology): “The distribution of organisation resources as an outcome of CSR decisionmaking determines the level of distributive justice; the equity of CSR systems relates to stakeholder perceptions of procedural justice; and how fairly managers treat employees in the enactment of CSR systems determines their le”
• Employee development:an organizational justice perspective (2004, background): “) and also in the context of performance appraisal ( Erdogan et al. , 2001”
• Cross-level effects of high-performance work Systems (HPWS) and employee wellbeing: the mediating effect of organisational justice (2016, background): “The antecedents of interactional justice perceptions are strongly embedded in HPWS contexts: performance appraisals (Erdogan et al., 2001) and grievance handling (Nabatchi et al.”
• Antecedents and consequences of justice perceptions in performance appraisals (2002, background): “Erdogan, Kraimer, and Liden (2001) provided the initial construct and discriminant validity of these two dimensions, and showed that these dimensions had different predictors.”
• Employee fairness perceptions of performance appraisal: a Saint Lucian case study (2008, background): “This means convincing employees that ratings do accurately reflect performance by justifying evaluation decisions in terms of performance-related evidence (Erdogan et al. 2001).”
• Measuring public perceptions of the police (2010, background): “Existing research specifies procedural justice as having between one and four dimensions (e.g., Blader and Tyler, 2003; Erdogan et al., 2001; Kim and Mauborgne, 1991; Makkai and Braithwaite, 1996; Reisig et al., 2007; Sunshine and Tyler, 2003; Tyler, 1990; Tyler and Huo, 2002).”