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Organizational Justice

Organizational justice, first postulated by Greenberg in 1987, refers to an employee’s perception of their organization’s behaviors, decisions and actions and how these influence the employees own attitudes and behaviors at work. The term is closely connected to the concept of fairness; employees are sensitive to decisions made on a day-to-day basis by their employers, both on the small and large scale, and will judge these decisions as unfair or fair. These judgments influence an individual’s behavior and can, in cases where the actions have a personal effect on the employee and are judged as unfair, lead to workplace deviance. Organizational justice is concerned with all matters of workplace behavior, from treatment by superiors to pay, access to training and gender equality. It is originally derived from equity theory, which suggests individuals make judgments on fairness based on the amount they give (input) compared to the amount they get back (output). Ensuring organizational justice should be a priority for organization – it can reduce the incidence of workplace deviance, absence, disengagement and counterproductive workplace behaviors (CWB) and also encourage positive attributes like trust and progressive communication. Organizational justice is sometimes discussed alongside corporate social responsibility (CSR), a form of societal justice. Philosophers and social commentators were writing about justice long before management scientists were. Among the ancient Greeks, for example, Herodotus’ History and Plutarch’s Lives described the achievements of the lawgiver Solon, who reformed Athenian government. The importance of people to organizational performance has long been recognized (Prahalad and Hamel,1990), yet according to Fletcher (1993) more than 80 percent of UK organizations surveyed in the UK express dissatisfaction with

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