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Organizational justice


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Kals, Elisabeth ; Jiranek, Patrick:
Organizational justice.
In: Kals, Elisabeth ; Maes, Jürgen (Hrsg.): Justice and conflicts : Theoretical and empirical contributions. - Berlin : Springer, 2012. - S. 219-235
ISBN 978-3-642-19034-6


Organizational justice, subsuming the dimensions of distributive, procedural, and interactional justice, depicts a multi-facetted mega-construct, bearing the potential of becoming a key variable on different levels of organizational research. On a theoretical level, issues of justice should be regarded as prescriptive norms, which might but do not necessarily cover self-interest. Instead, justice models seem to have the strongest theoretical impact and predictive power with regard to behavior when they assume that struggling for justice and restoring perceived injustice is a single and independent human motive. As will be shown below on an empirical level, members of organizations make differentiated justice judgments on decisions in the workplace. These judgments are powerful predictors of workrelated outcomes. Along with trust in supervisor and traditional variables, such as scope of action and level of payment, justice judgments are able to explain considerable amounts of the variance of these criteria. With regard to the practical level, a realization of organizational justice might remain utopian, but it offers criteria to weigh and judge organizational decisions and to mediate social conflicts so that it can become an effective maxim for aligning behavioral decisions within organizations.

Weitere Angaben

Publikationsform:Aufsatz in einem Buch
Schlagwörter:Justice, distributive, procedural, interactional justice, motive, workplace, organization
Sprache des Eintrags:Englisch
Institutionen der Universität:Philosophisch-Pädagogische Fakultät > Psychologie > Professur für Sozial- und Organisationspsychologie
Titel an der KU entstanden:Ja
Eingestellt am: 10. Nov 2011 14:11
Letzte Änderung: 12. Sep 2012 19:53
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