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The organization justice theory explains the recognitionand beliefs of organizational citizenship behaviors, organizational commitment,job satisfaction, and job performance (Charash & Spector, 2001). The threecomponents of the organizational justice theory are procedural, distributive,and interactional (Cropanzano, Bowen, & Gilliland, 2007). Each element hasa different effect on employees and the perception of justice within anorganization. The element of the justice theory help determine dedication tothe organization, gratification with the job, and performance of the job (Charash& Spector, 2001). Procedural justice is the formal distribution ofprocesses.

Distributive justice explains the distribution of work amongemployees and the appropriateness of the outcomes. Interactional justiceexplains how employees are treated by the organizational leaders. The problemwith procedural justice is an employee’s views of the fairness an organizationhas with procedures. When a downsizing occurs, employees feels a change in themethods and procedures related to completes a job task (Beylerian and Kleiner, 2003).If employees begin to think they are suffering from unfair decision-making theymay develop negative attitude. Organizational leaders must maintain communicationwith the employees to avoid voluntary turnover during a downsizing, by making suretheir work load is balanced (Hopkins and Weathington, 2006).The concern with distributive justice is the fairness in theworkload. As the downsizing occurs in an organization, many employees begin toleave.

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It increases workload on remaining employees as they have to take additionalresponsibilities and also has to maintain current duties. If one employees receivemore work than another employee, they begin to form negative perceptions of distributive.Organizational leaders should make sure to keep the work allocation is equal amongemployees as it would help to maintain a positive attitude with the remainingemployees. Interaction justice helps describe how the immediatesupervisor of an employee influences organizational justice perceptions morethan any other leadership level. Interactional justice is has two features informationaljustice and interpersonal justice. Interpersonal justice refers to the dignity,respect, and sensitivity employees receive from the immediate supervisor.Informational justice refers to the knowledge and explanations employeesreceive from the supervisor/leaders about the changes and procedures (Wu,Neubert, and Xiang, 2007).

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