Perspectives on Organizational Justice: Concept Clarification, Social Context Integration, Time and Links with Morality

By M. Fortin. 2008

150 citations recorded by the source corpus.

Organizational justice is concerned with people's fairness perceptions in organizations and has been a popular field of study in the social sciences for at least 25 years. This paper reviews the core concepts, models and questions of organizational justice research. Four research areas that are particularly critical for the future of the field will be highlighted: concept clarification, social context integration, time and links with morality. These areas have received increased attention lately, but there are still relatively few empirical studies and theoretical frameworks that grapple with these issues. Concept clarification is vital for improved consistency of the field and for internal validity of studies. Situating organizational justice in social contexts and in time will be crucial to improve external validity and the usability of organizational justice findings in organizations. Understanding the links between morality and justice at an individual level, and at the organizational and societal levels is necessary if justice researchers want to live up to the promise of their field for society. For each of these four areas, recent developments will be reviewed and avenues for future research discussed.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b53d4fd44f87eff16cc187700f75fb915df163ac

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. Edward Bonner
2. Urszula Frey
3. Michelle Brown
4. Fabian Bernhard
5. L. Zhdanova
6. J. Benson
7. B. Baltes
8. Douglas Hyatt

Citations in the corpus

• A Conceptual Clarification of the Experience of Awe: An Interpretative Phenomenological Analysis (2011, background): “Research studies in many fields use this approach to further understanding of humanistic and transpersonal constructs, such as applied to humanistic terms like empathy (Kunyk & Olson, 2001 ) in nursing, organizational justice in management (Fortin, 2008 ), and, more generally, trust (Hupcey,”
• Psychological climate: A comparison of organizational and individual level referents (2009, background): “The general conclusion from research and theory is that individuals that are high on this trait tend to notice unfair procedures and react negatively to those to a greater extent than those individuals that are low on this trait (Fortin, 2008).”
• Consequences of the performance appraisal experience (2010, background): “Employees want to be treated fairly throughout the PA process as this is seen to have an impact on the quality of the outcomes of the process (Fortin, 2008).”
• Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership (2011, methodology): “A distribution is perceived to be just if it is consistent with chosen allocation norms (Fortin, 2008) such as the widely applied equity theory (e.g., Adams, 1965; Colquitt et al., 2001).”