Four-Factor Model of Organizational Justice Organizational justice is the subjective perception a person has of how fair their organization is. Business organizations are usually thought of as economic institutions. Brockner discusses the interactive effects of different justice perceptions within the workplace and the empirical evidence supporting these interactions.
Distributive and informational justice did not predict job satisfaction. Thus, the more perceptions of procedural injustice lead employees to perceived normative conflict, the more it is likely that CWBs occur. Studies of organizational justice in the area of health-care professionals are especially limited in the Indian setting.
Journal of Applied Psychology Greenberg proposed a two-factor model and Sweeney and McFarlin found support for a two-factor model composed of distributive and procedural justice.
Edited text that discusses theoretical underpinnings of organizational justice and related topics, including cognition, cross-cultural research, and context.
These perceptions can be classified into four categories: An employee-centered model of organizational justice and social responsibility.
Interpersonal justice "reflects the degree to which people are treated with politeness, dignity, and respect by authorities and third parties involved in executing procedures or determining outcomes".
Informational justice "focuses on explanations provided to people that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion". The statistical analyses of data included the descriptive statistics, coefficient of correlation and hierarchical regression analysis.
Corporate social responsibility[ edit ] A concept related to organizational justice is corporate social responsibility CSR. Perceptions of distributive justice can be fostered when outcomes are perceived to be equally applied Adams, Finally, interpersonal justice reflects perceptions of interpersonal interactions and treatment.
Greenberg and Colquitt is a handbook that provides a broad overview of justice research. Overview[ edit ] Organizational justice is conceptualized as a multidimensional construct.
Proposed models[ edit ] Three different models have been proposed to explain the structure of organizational justice perceptions including a two factor model, a three factor model, and a four factor model. They were classified into three ranks: Karriker and Williams established that OCBs are directed toward either the supervisor or the organization depending on whether the perception of just stems from the supervisor or the organization.
In the latter part of the paper, the consequences of organizational justice are examined and how they influence individuals and organizations. The structural forms of justice enhance or constrain the relationship social forms of justice have with everyday job satisfaction.The various dimensions of organizational justice: distributive, procedural and interactional are discussed, and how they are related to each other.
In the latter part of the paper, the consequences of organizational justice are examined and how they influence individuals and organizations. Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice.
1. Introduction. Questions regarding the organization justice and OCBs have received considerable attention by the researchers in the areas of industrial psychology, human resource management and organizational behavior during last few decades.
Multiple Dimensions of Organizational Justice and Work-Related Outcomes among Health-Care Professionals Full-Text HTML XML. compare the influence of different dimensions of organizational justice (of distributive, procedur- al, interpersonal (or relational), and informational justice) on work-related outcomes of job satis.
Impact of Distributive Justice, Procedural Justice, Interactional Justice, Temporal Justice, The influence of organizational justice on job satisfaction is a widely studied topic because it is an employee's attitude organizational justice using all the five dimensions of distributive justice, procedural justice, interactional justice.Download