Bibliographies thématiques / Organizational Justice (Distributive

Littérature scientifique sur le sujet « Organizational Justice (Distributive »

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Publié le 11 mars 2023

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Articles de revues sur le sujet "Organizational Justice (Distributive"

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Zainal, Haznil. « THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE PT TELKOM RIAU DARATAN (Survey of PT Telkom Riau Mainland offices) ». Jurnal Apresiasi Ekonomi 7, no 1 (31 janvier 2019) : 79–89. http://dx.doi.org/10.31846/jae.v7i1.198.

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The importance of organizational behavior (OCB) to achieve organizational effectiveness has long been recognized by practice managers. Some recent research in this area highlights the importance of OCB for almost all organizational forms and notes that OCB can improve organizational effectiveness in many ways. Over the past decade, organizational justice and trust in organizations have been the concern of scientists and practitioners of organizational studies, particularly with regard to their impact on organizational effectiveness and employees' desire to cooperate and be productive in the organization. However, some researchers in organizational studies have differences in researching organizational justice and organizational beliefs. With regard to organizational justice, some empirical studies address only one or two dimensions of organizational justice, while other empirical studies address the overall (three) dimensions of organizational justice such as distributive justice, procedural jus- tice, and interactional justice. For some of these reasons, research relating to the three dimensions of organizational justice (distributive justice, procedural jus- tice, and interactional justice) and organizational trust is still needed. Research that discusses the impact of organizational justice on the organizational beliefs of non-Western countries especially in Indonesia is still rarely found in scientific publications. Given that there is a knowledge gap (scientific publication) in the study of organization and human resource management on the subject, this study tries to prove whether the organizational justice dimension consisting of distributive justice, procedural jusctice, and interactional justice influence the level of employee trust in the organization especially at the College of Economic Sciences in Pekanbaru City, Riau, Indonesia. Keywords: Distributive Justice, Procedural Justice, Interactional Justice, OCB, Organizationa Trust
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Roch, Sylvia G., et Linda R. Shanock. « Organizational Justice in an Exchange Framework : Clarifying Organizational Justice Distinctions ». Journal of Management 32, no 2 (avril 2006) : 299–322. http://dx.doi.org/10.1177/0149206305280115.

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The authors used exchange theory to clarify distinctions between organizational justice types and considered the implications of recent conceptual developments regarding justice associated with interpersonal treatment (interactional justice) and the inclusion of justice associated with outcomes (distributive justice) for an exchange model of justice. Using two samples (401 part-time and 272 full-time employees), they found unique relationships of interactional justice and justice concerning informational adequacy with supervisor relationship quality, justice concerning procedures with organizational support, and distributive justice with pay satisfaction. Also, an updated measure of interactional justice appears to capture more of the interpersonal fairness domain than the current measure.
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Mardiyanti, Ira, et Suharnomo Suharnomo. « The moderating role of organizational culture on the effect of organizational justice on organizational citizenship behavior ». Diponegoro International Journal of Business 1, no 1 (23 avril 2018) : 49. http://dx.doi.org/10.14710/dijb.1.1.2018.49-54.

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The main objective of this study is to examine the effect of distributive justice and procedural justice on organizational citizenship behavior (OCB) with organizational culture as a moderating variable. The data in this study were collected from questionnaires distributed to 94 permanent employees of PT Telekomunikasi Indonesia (Telkom) Tbk. Regional Division IV. Hypotheses testing shows that distributive and procedural justice positively affects OCB. Organizational culture is also found to be the moderator on the effect of procedural justice on OCB. However, our prediction that organizational culture could be the moderator on the effect of distributive justice on OCB is not supported. Further results and discussion are explained.
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Salam, Ahmed. « Organizational justice as a predictor of organizational citizenship behaviour ». International Business Education Journal 13 (13 octobre 2020) : 29–42. http://dx.doi.org/10.37134/ibej.vol13.sp.3.2020.

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Organizational Justice essential factor could increase the organizational citizenship behaviours among employees in the workplace. This study aims to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study employed a quantitative method to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study conducted in Heet General Hospital and the questionnaire tool's used to collect the data. However, the questionnaires consist of three main elements of organizational justice (distributive, interactional and procedural justice) and the organizational citizenship behaviour items. The data is analyzed by Smart PLS. The result indicated that the distributive and interactional justice have a positive and significant impact on organizational citizenship behaviours among nurses. In contrast, procedural justice has no significant impact on organizational citizenship behaviours among nurses. Distributive justice predicted organizational citizenship behaviours more than interactional justice. The study contributed to enrich the body of literature, which is suffering the lack of study among nurses.
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Kurniasyari, Ikka, et Didik Subiyanto. « Pengaruh Keadilan Distributif, Keadilan Prosedural, Dan Kepuasan Kerja Terhadap Komitmen Organisasi ». JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) 5, no 2 (21 mai 2022) : 453–67. http://dx.doi.org/10.29408/jpek.v5i2.3672.

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The purpose of this study was to determine the effect of distributive justice on organizational commitment. Knowing the effect of procedural justice on organizational commitment. Knowing the effect of job satisfaction on organizational commitment. Knowing distributive justice, procedural justice and job satisfaction have a simultaneous effect on organizational commitment. The population of this study were all employees of Indigo Batik Yogyakarta totaling 40 employees. The research sample of Indigo Batik Yogyakarta employees is where the entire population is sampled, so the sampling technique is the census method. Sample data was collected by distributing questionnaires. The number of questionnaire data that was processed was 40 questionnaires. Data processing in this study using multiple linear regression analysis techniques, assisted by the SPSS version 23.0 program. The results of this study indicate that distributional justice has a positive and significant effect on job satisfaction. Procedural Justice has a positive and significant effect on job satisfaction. Distribution justice has a positive and significant effect on organizational commitment. Procedural justice has a positive and significant effect on organizational commitment. Job satisfaction has a positive and significant effect on organizational commitment. Job satisfaction is able to mediate the effect of Distribution Justice on Organizational Commitment. Job satisfaction is able to mediate the effect of Procedural Justice on Organizational Commitment.
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Nan, Dr Jia, et Professor Dr Mohamad Hisyam Selama. « The impact of organizational justice practices on employee organizational cynicism in Chinese banking industry ». 13th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 13, no 1 (16 juin 2022) : 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.1(42).

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This study examined the specific organizational justice affecting organizational cynicism through perceived organizational support. The studied organizational justice was distributive justice, procedural justice, and interactional justice. Perceived organizational support was treated as the mediating variable in this study. This study used cross-sectional data to verify the conceptual framework and hypotheses. The qualified cases used for analysis were 305 through a two-stage cluster sampling strategy. The data analysis results showed that perceived organizational support could significantly reduce the organizational cynicism of banking employees. In terms of specific organizational justice, all dimensions of organizational justice could affect organizational cynicism of bank employees, with distributive justice having the most significant impact, followed by interactional justice and procedural justice. At the same time, the results also showed that perceived organizational support mediated the relationship between organizational justice and reduced organizational cynicism. This finding is consistent with previous studies in other industries. Therefore, specific organizational justice will produce the same conclusions in different industries and cultural backgrounds. The practical significance of this study lies in exploring and validating effective practices for reducing cynicism in the Chinese context, such as strengthening distributive justice, which can minimize employees' negative work attitudes, and ultimately improve individual and organizational performance. Keywords: organizational cynicism, perceived organizational support, organizational justice, distributive justice, procedural justice, interactional justice, banking industry
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Zarish, Hafiza Munam, Muhammad Zulqarnain et Khalil Ur Rehman. « Impact of Organizational Justice on Organizational Commitment ». Research Journal for Societal Issues 2, no 1 (31 décembre 2020) : 46–61. http://dx.doi.org/10.56976/rjsi.v2i1.8.

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The purpose of the current study is to explore the relationship between organizational commitment and organizational justice in the banking sector of Lahore. Organizational commitment has been found to be a serious problem these days for all organizations. This research concentrated on organizational commitment and organizational justice and its 4 dimensions used as predictors of organizational commitment. The banking sector chose to conduct this current study. Because banking sector is considered one of the extremely stressful sectors in Pakistan and it has a great contribution to the economy. A simple random sampling technique was applied to choose 300 respondents from 28 banks situated in Lahore (Pakistan). 270 fully completed questionnaires were used in the final analysis. Multiple linear regressions were applied through SPSS to test the hypotheses. The result of the current study showed that there was a positive strong impact of organizational justice on organizational commitment. But the relationship of procedural justice, distributive justice, informational justice, and interpersonal justice with organizational commitment gave dynamic results. Procedural justice and distributive justice have an insignificant effect on organizational commitment on the other hand informational justice and interpersonal justice have a significant positive influence on organizational commitment, however, informational justice is found a good predictor of organizational commitment as compared to interpersonal justice.
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Hisyam Selamat, Mohamad, et Guo Wan Ran. « The Mediating effect of Organizational Citizenship Behavior on the Organizational Justice and Organizational Performance in Small and Medium-Sized Enterprise of China ». International Journal of Business and Management 14, no 9 (26 août 2019) : 173. http://dx.doi.org/10.5539/ijbm.v14n9p173.

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This study examined the factors that influencing small and medium-sized enterprise (SMEs)’ performances with the mediating effect of organizational citizenship behavior in China. Its purpose is to motivate and improve the small and medium-sized enterprise’ performance. The examined factors were distributive justice, procedural justice, interactional justice. This study uses cross-sectional survey to verify the theoretical framework. The survey data in this study were collected from 251 employees of SMEs in China.The study result shows that distributive justice, interactional justice had significant influence on the organizational performance; distributive justice, procedural justice, interactional justice had significant influence on the organizational citizenship behavior; Meanwhile, procedural justice can influence organizational performance through the meditating role of organizational citizenship behavior. The results of this study could provide a development strategy for SMEs in China through the relationship organizational justice and organizational performance.
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Ghosh, Piyali, Alka Rai et Apsha Sinha. « Organizational justice and employee engagement ». Personnel Review 43, no 4 (27 mai 2014) : 628–52. http://dx.doi.org/10.1108/pr-08-2013-0148.

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Purpose – The purpose of this paper is to explore whether perceptions of distributive, procedural and interactional justice are related to employee engagement, as an extension of the antecedents-consequences model of Saks (2006), and to examine the possibility of inter-relationships between these three dimensions of justice. Design/methodology/approach – A survey of 210 employees of public sector banks in India covered measures of job and organization engagement (OE) proposed by Saks (2006) and the scale on distributive, procedural and interactional justice developed by Niehoff and Moorman (1993). The relationships between justice perceptions and engagement were analysed using correlations and hierarchical regression analysis. Findings – Results show that distributive, procedural and interactional are inter-related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role in determining OE, followed by procedural and interactional justice. Practical implications – By highlighting the inter-relationships among the three dimensions of justice, this study offers useful insights into the underlying processes through which job and OE can be improved through these inter-relationships. Findings also highlight the application of concepts like relative deprivation in Indian public sector banks to increase the engagement levels of their employees. Originality/value – This paper adds to the very small number of studies that have investigated the role of interactional justice in enhancing job and OEs. It has also established inter-relationships between the three dimensions of organizational justice and their individual roles in determining job and OEs.
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Ardana, Alin, et Dian Ekowati. « Organizational Citizenship Behavior Ditinjau dari Organizational Justice dan Job Satisfaction ». PERWIRA - Jurnal Pendidikan Kewirausahaan Indonesia 5, no 2 (21 novembre 2022) : 89–107. http://dx.doi.org/10.21632/perwira.5.2.89-107.

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Anteraja is one of the express logistics companies, which already has of ± 400,000 branches throughout Indonesia. And has more than 500,000 packages in a day. The phenomenon raised in this study is about organizational citizenship behavior in Anteraja can be perceived by the level of organizational justice received by individual. This study aims to analyze the effect of organizational justice (distributive, procedural, and interactional) on organizational citizenship behavior by looking at the mediating role of job satisfaction. This study used a sample of 232 Anteraja employees in Jakarta Head Office. Statistical testing in this study using the help of software SmartPLS 3 version 3.2.9. The results in this study are quite interesting that one form of organizational justice, specifically distributive justice, has no significant effect on job satisfaction. In addition, it was also found that job satisfaction did not mediate the effect of distributive justice on organizational citizenship behavior.
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Thèses sur le sujet "Organizational Justice (Distributive"

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Santos, Gabriela Jorge dos. « Fatores antecedentes do uso da internet no local de trabalho ». Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/11310.

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Mestrado em Gestão de Recursos Humanos
O tema deste trabalho encerra duas temáticas fundamentais no contexto organizacional, o cyberloafing, isto é o uso indevido da internet no local de trabalho e a justiça organizacional. A presente investigação tem como propósito identificar as diferentes atividades de cyberloafing e analisar de que forma as perceções de justiça organizacional podem estar relacionadas com a prática de cyberloafing. Optou-se pelo modelo tetra-dimensional de justiça organizacional que integra: justiça distributiva, justiça procedimental, justiça interpessoal e justiça informacional. Para o efeito, foi aplicado um inquérito por questionário electrónico a uma amostra constituída por 194 indivíduos com acesso à internet no local de trabalho. Como resultados finais, considerou-se que as perceções de justiça não estão relacionadas com a frequência nem com a duração da utilização da internet para fins pessoais, mas com atividades específicas de cyberloafing.
The subject of this work involves two fundamental themes of the organizational context cyberloafing, misuse of internet in the workplace and organizational justice. This investigation has the purpose of identifying the different activities of cyberloafing and analyze on which way the organizational justice perceptions may be related with the practice of cyberloafing. It was chosen the tetra-dimensional model of organizational justice which includes: distributive justice, procedural justice, interpersonal justice and informational justice. For this purpose it was applied an electronic questionnaire to a sample of 194 individuals with internet access at work. As final results it was considered the justice perceptions are not related to the frequency, nor to the time spent using the internet, but are related to specific activities of cyberloafing.
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Ruder, Gary J. « The Relationship Among Organizational Justice, Trust, and Role Breadth Self-Efficacy ». Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/26565.

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The purpose of this study was to examine whether organizational practicesâ fairness (also known as organizational justice) and trustâ contribute to the enhancement of role breadth self-efficacy (RBSE), a form of proactive behavior. The sample consisted of 226 white-collar professionals in large and small organizations. Approximately 70% held a college degree. An a priori path model based on theoretical literature was generated to represent causal relationships among the variables. Two paths were explored: a) the relationship among procedural justice, trust in organization, and RBSE; and b) the relationship among interactional justice, trust in supervisor, and RBSE. Findings indicated a statistically significant relationship between procedural justice and trust in organization. The relationships between procedural justice and RBSE and trust in organization and RBSE were not significant. Interactional justice had a statistically significant relationship with trust in supervisor, but not with RBSE. The relationship between trust in supervisor and RBSE was not significant. Respondents expressed a strong trust in their organization, and a stronger trust in their immediate supervisor. The most important discovery in this study was the statistically significant relationship between education and RBSE. Individuals with graduate degrees reported the highest level of RBSE, followed by people with Bachelor's degrees. Globalization and technology are fueling demands for ever-increasing employee skills and higher levels of education. Organizations need highly educated, proactive individuals in order to be successful. Future research should continue to investigate variables and constructs that may enhance RBSE in the workplace.
Ph. D.
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Wahab, Eta. « Perceived organizational support and organizational commitment in medium enterprises in Malaysia ». Thesis, Curtin University, 2010. http://hdl.handle.net/20.500.11937/2243.

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This research focuses on the antecedents of perceived organizational support (POS) that may influence the perceptions held by employees of medium enterprises on organizational commitment. This research further investigates the relationship between POS and organizational commitment. The effect of power distance and in-group collectivism culture on organizational commitment in the context of the Malaysian cultural perspective has also been examined along with the effect of value congruence on organizational commitment.A two-phase sequential mixed method research design consisting of qualitative and quantitative approaches has been employed in this research. A tentative research model was first developed based on an extensive literature review followed by qualitative field study. Findings from the qualitative study were then combined with the initial model and literature review to develop the final combined model, which was then used to develop measures and instruments.In the second phase, a survey was conducted of 1000 employees in Malaysian medium enterprises in the manufacturing sector. 319 valid questionnaires were obtained. Partial Least Squares (PLS) based Structural Equation Modeling (SEM) approach was applied to test the hypotheses.The result of this research showed that supervisor support, procedural justice, interactional justice, distributive justice and both intrinsically and extrinsically satisfying job conditions have positive influences on employees‟ perception of support. POS was found to have a significant role contributing towards affective commitment. However, the influence of POS on both normative and continuance commitment was found to be non-significant in this study.This study also confirmed the influence of POS on value congruence. Both affective and normative commitment, were found to be non-significant in relation to POS. In contrast, employee–organization value congruence was found to influence continuance commitment. The analysis also found that external factors do not limit continuance commitment. National culture was found to have a different impact towards organizational commitment. The findings also revealed that the strength of the relation between POS and employees‟ commitment is negatively moderated by in-group collectivism, however power distance was found to moderate the influence of POS only on normative commitment.This research contributes to the existing literature as there has been little evidence found in the literature relating to the GLOBE culture dimensions with organizational commitment, especially in medium enterprises. This study also extends culture literature by showing that culture can act as a moderator of the relationship between POS and both affective and normative commitment. By considering value congruence, perception of support, as well as cultural orientation, this study will benefit practitioners and policy makers of medium enterprises on how to foster organizational commitment.
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Dude, David Joseph. « Organizational commitment of principals : The effects of job autonomy, empowerment, and distributive justice ». Diss., University of Iowa, 2012. https://ir.uiowa.edu/etd/2863.

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Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and turnover; particularly amongst K-12 school principals. A principal of a school is much like the CEO of a company. Principals impact schools in many ways. They supervise staff, develop culture, implement and enforce rules, guide instruction and ensure that all students receive a quality education. The United States is facing a shortage of principals. Many principals are nearing retirement age. Others are simply choosing to leave the profession. In many cases there are shortages of applicants and/or qualified candidates for available positions. Many teachers hold administrative credentials but, for various reasons, choose not to pursue the principalship. School systems are facing difficulties filling principal positions. One potential solution is to endeavor to keep current principals on the job. Organizational commitment is highly correlated with intent to stay; promoting the suggestion that schools may retain principals for longer periods where organizational commitment is significantly higher. This study focuses on the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment. The study uses data from a web-based survey of 1,078 principals. The data were collected from K-12 principals in the Midwest United States. The sample includes elementary and secondary principals from public, private/parochial schools, and charter schools. Hypotheses regarding the impact of job autonomy, psychological empowerment, and distributive justice on organizational commitment were tested using multiple regression and path analysis. Increases in each of these variables were found to be significantly associated with increases in organizational commitment. In addition, some support was found for the moderating effects of distributive justice and demographic variables on the relationship between job autonomy and organizational commitment, and on the relationship between psychological empowerment and organizational commitment. Implications for those who supervise principals are discussed. For instance, principals may be provided latitude and discretion in terms of the scheduling and sequencing of supervisory work, and may employ consultative, mutual-means approaches in principal evaluation. School systems should, moreover, provide appropriate professional development in order to increase feelings of self-efficacy. Recommendations for future research are also suggested, including replicating the study in other regions and with other organizational types, as well as including other variables, such as perceived organizational support, resistance to change, conflict, and teamwork.
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Jackson, Erin M. « Integrating Leader-Member Exchange and Organizational Justice : Why Justice Depends on Relationship Quality ». [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002366.

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Soga, Thabile. « Exploring the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown ». Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015062.

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The aim of this study was to explore the role of job satisfaction and organizational justice in determining employee motivation among nurses at Frontier Hospital, Queenstown. For this purpose data was collected from the nurses at Frontier Hospital in Queenstown, in the Eastern Cape. A sample of 75 nurses was drawn from the population. Results of the study indicated that the study variables are significantly and positively correlated with one another. Job satisfaction was found to be significantly and positively correlated with employee motivation. Organizational justice was also found to be significantly positively correlated with employee motivation. Moreover, a positive and significant relationship between job satisfaction and organizational justice was found. The findings of this study are helpful in the health industry in order to design human resources policies, which will reduce the turnover of nurses by increasing their motivation through increasing job satisfaction and organizational justice.
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Lawshe, Nathaniel L. « The Role of Organizational Justice in Predicting Attitudes Toward Body-Worn Cameras in Police Officers ». Scholar Commons, 2018. http://scholarcommons.usf.edu/etd/7188.

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Body-worn cameras are a promising new development in policing. They have been linked to positive outcomes such as decreases in use of force and complaints against officers. However, this new technology has produced a number of issues that could thwart a successful body-worn camera program implementation. One issue is the extent in which officers possess positive attitudes toward using body-worn cameras. If officers do not view body-worn cameras positively, cameras may not be used to their full potential. A promising factor that has emerged from past research in explaining attitudes toward body-worn cameras is organizational justice. Broadly, organizational justice is defined as the extent in which members of an organization are treated fairly and believe this to be the case. Organizational justice has been linked to positive organizational outcomes such as increased compliance with organizational directives and positive evaluation of organizational leadership. The purpose of this study was to examine the relationship between organizational justice and attitudes toward body-worn cameras in police officers across three agencies. Findings indicated that there was no observable relationship between perceptions of organizational justice and attitudes toward body-worn cameras. There were a number of competing explanations for the findings, including potential measurement issues, possible intervening variables, and the possibility that there is no relationship between organizational justice and attitudes toward body-worn cameras.
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Chang, Christopher S. « Relationships of Organizational Justice and Organizational Constraints With Performance : A Meta-Analysis ». Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1429212007.

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Ramkissoon, Arlene. « THE MODERATING ROLE OF INTERACTIONAL JUSTICE ON THE RELATIONSHIP BETWEEN JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR ». NSUWorks, 2016. http://nsuworks.nova.edu/nsu_etds/2.

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This research was designed to examine the moderating effect of interactional justice on the relationship between justice constructs and organizational citizenship behavior (OCB) with organizational identification as a mediator of the influence of justice perceptions on OCB. This study was based heavily on social exchange, the norm of reciprocity, and psychological contracts between individuals and their supervisors. The study sample was comprised of respondents drawn from a crowd sourcing internet website (N = 250). Niehoff and Moorman’s Organizational Justice Scale was used to measure justice perceptions. Mael and Ashforth’s Organizational Identification Scale was used to measure the degree of the respondents’ identification with their organization; and Podsakoff, MacKenzie, Moorman, and Fetter’s OCB Scale was used to measure extra-role behaviors. Linear regression in IBM’s SPSS statistical package was used to test the proposed relationships. The results showed no support for the moderating effect of interactional justice on the relationships between justice dimensions and OCB. However, support was found for organizational identification as a mediator of the effect of interactional justice on OCB. Theoretical and managerial implications and suggestions for future research are discussed.
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Paddock, Elizabeth Layne. « The Influence of Social Norms on Procedural Fairness Self-Perceptions and Behaviors ». Diss., Tucson, Ariz. : University of Arizona, 2005. http://etd.library.arizona.edu/etd/GetFileServlet?file=file:///data1/pdf/etd/azu%5Fetd%5F1241%5F1%5Fm.pdf&type=application/pdf.

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Livres sur le sujet "Organizational Justice (Distributive"

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Russell, Cropanzano, dir. Organizational justice and human resource management. Thousand Oaks : Sage Publications, 1998.

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O, Kye-tʻaek. Chikchangindŭl ŭi kongjŏngsŏng insik pyŏnhwa e taehan yŏnʼgu : 1990-yŏn esŏ 2005-yŏn kkaji ŭi chʻuse rŭl chungsim ŭro. Sŏul Tʻŭkpyŏlsi : Hanʼguk Nodong Yŏnʼguwŏn, 2008.

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O, Kye-tʻaek. Chikchangindŭl ŭi kongjŏngsŏng insik pyŏnhwa e taehan yŏnʼgu : 1990-yŏn esŏ 2005-yŏn kkaji ŭi chʻuse rŭl chungsim ŭro. Sŏul Tʻŭkpyŏlsi : Hanʼguk Nodong Yŏnʼguwŏn, 2008.

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1966-, Yi Pyŏng-hŭi, dir. Chŏ sodŭk nodong sijang punsŏk. Sŏul Tʻŭkpyŏlsi : Hanʼguk Nodong Yŏnʼguwŏn, 2008.

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Managing fairness in organizations. Westport, Conn : Quorum, 1998.

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Guido, Lazzarini, Cugno Anna, Barbano Filippo, Università di Torino. Dipartimento di scienze sociali. et Convegno "Risorse e generazioni. La città, la solidarietà, il lavoro" (Turin, Italy), dir. Risorse e generazioni. Milano, Italy : FrancoAngeli, 1997.

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Consejo Nacional de Universitarios (Mexico), dir. Nueva estrategia de industrialización. México : Juan Pablos Editor, 2012.

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Cropanzano, Russell Salvador, et Robert Folger. Organizational Justice and Human Resource Management. SAGE Publications, Incorporated, 1998.

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Folger, Robert, et Russell Cropanzano. Organizational Justice and Human Resource Management. SAGE Publications, Incorporated, 2012.

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Earley, P. Christopher, et Goran Calic. A Cultural Perspective on Organizational Citizenship Behavior. Sous la direction de Philip M. Podsakoff, Scott B. Mackenzie et Nathan P. Podsakoff. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.29.

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In this chapter, we discuss research related to the organizational citizenship behavior (OCB) construct from a cross-cultural perspective and propose a framework to aid in understanding how cultural frames influence the engagement and display of OCB. The terms “intercultural” and “cross-cultural,” as defined in this chapter, are not limited by geographic boundaries and can be used to depict differences in individual values regardless of nationality. In creating such a synthesis, we aim to stimulate a conversation about potential directions for future work at the intersection of these two literatures. Here we explore how the contextual impact of culture and its relation to motivational, metacognitive/cognitive, and behavioral processes in individuals helps us better understand OCB using facets of justice (interactional, procedural, and distributive) as a linking mechanism.
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Chapitres de livres sur le sujet "Organizational Justice (Distributive"

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Greenberg, Jerald. « The Distributive Justice of Organizational Performance Evaluations ». Dans Justice in Social Relations, 337–51. Boston, MA : Springer US, 1986. http://dx.doi.org/10.1007/978-1-4684-5059-0_18.

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Lyons, Valerie. « Justice vs Control in Cloud Computing : A Conceptual Framework for Positioning a Cloud Service Provider’s Privacy Orientation ». Dans Palgrave Studies in Digital Business & ; Enabling Technologies, 79–104. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54660-1_5.

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Abstract The continued rise in frequency and magnitude of cloud-based privacy breaches brings to the fore the challenges experienced by cloud service providers (CSPs) in balancing the need to maximize profit with the need to maintain data privacy. With a backdrop of the ineffectiveness of regulatory approaches to protecting privacy, this chapter explores privacy from a non-regulatory perspective—instead exploring a CSP’s approach to privacy as dynamics of control and justice. We apply control theory to represent the CSP’s compliance with privacy legislation and power over data, and we apply justice theory to represent the CSP exceeding compliance. Control theories, such as social contract theory, have frequently been applied to explore privacy challenges between organizations and consumers, as too have justice theories e.g. procedural and distributive justice. However, few studies have combined these theoretical concepts to provide a balanced view of these tensions in the cloud computing landscape. Integrating concepts from these theories, we construct a framework that can help to explain and position a CSP’s privacy orientation. Four key privacy orientations emerge in our framework, namely: Risk Managers, Integrators, Citizens and Warriors. We discuss the implications of each privacy orientation for CSPs. Our framework will enable future research to further understand, explore and compare the impact and effectiveness of each privacy orientation.
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Saes, Beatriz Macchione. « Ecologically Unequal Exchange : The Renewed Interpretation of Latin American Debates by the Barcelona School ». Dans Studies in Ecological Economics, 147–55. Cham : Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-22566-6_13.

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AbstractThe ecological perspective of unequal exchange between core and peripheral countries or regions has been discussed at least since the 1980s, when Stephen Bunker analysed how the lack of political power in the Brazilian Amazon extractivist areas led to an unequal distribution of extraction costs and benefits, favouring central importing regions. Subsequent contributions are based on different theoretical perspectives, from Marxist and world-system approaches to thermodynamics and Odum’s energy framework. In Barcelona School of Environmental Social Science, researchers and students led by Joan Martínez-Alier have contributed empirically and theoretically to the ecologically unequal exchange approach advancement since the mid-1990s. This chapter analyses those contributions, highlighting their original interpretation of Latin American debates and theories. I discuss how the debate over the external debt in Latin America – which seriously affected these countries in the 1980s – and the main theories of the Economic Commission for Latin America and the Caribbean (ECLAC), have decisively influenced the unequal trade theoretical and empirical works developed at the Institute of Environmental Science and Technology (ICTA-UAB). Firstly, these works reinforced the Latin American environmental justice organizations’ claim for the recognition of an ecological debt from Global North to Global South. Secondly, they provided a renewed interpretation of ECLAC economist Raúl Prebisch’s hypothesis that trade terms are structurally unfavourable to peripheral countries.
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« Equity Theory and Distributive Justice ». Dans Organizational Behavior 6, 67–72. Routledge, 2011. http://dx.doi.org/10.4324/9781315701967-17.

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« Are Procedural Justice and Distributive Justice Conceptually Distinct ? » Dans Handbook of Organizational Justice, 80–105. Psychology Press, 2013. http://dx.doi.org/10.4324/9780203774847-10.

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Tran, Ben. « Organizational Justice ». Dans Business Education and Ethics, 981–1014. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3153-1.ch051.

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Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.
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Tran, Ben. « Organizational Justice ». Dans Advances in Educational Marketing, Administration, and Leadership, 1–33. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9850-5.ch001.

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Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.
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Sabbagh, Clara. « Teacher–Student Relations ». Dans Socializing Justice, 160–82. Oxford University PressNew York, 2022. http://dx.doi.org/10.1093/oso/9780190697990.003.0007.

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Abstract Chapter 7 discusses students’ perceptions of teacher–student relations in light of the distributive, procedural, and interactional aspects of organizational justice. Teachers distribute a wide range of relational resources: they allot attention, help students as needed, react to non-routine events (distractions, class fights), give either encouragement or disapproval, and show respect and affection. In the understanding of students, teachers should distribute these relational resources according to a principle of equality; in practice, however, they often deviate from this rule and treat students unequally. This gap between expectations and actual distribution evokes in students a sense of relational injustice that, in turn, affects a wide range of their attitudes and behaviors, such as social trust, endorsement of the teacher’s legitimacy, learning motivation, and rule compliance. The chapter provides two opposing perspectives regarding relational justice at the organizational level: emotional work and caring, and retributive/restorative justice.
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Sabbagh, Clara. « A Multifaceted Justice Perspective on Education Spheres ». Dans Socializing Justice, 28–48. Oxford University PressNew York, 2022. http://dx.doi.org/10.1093/oso/9780190697990.003.0002.

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Abstract Chapter 2 maps out and discusses the diverse forms of justice, as conceptualized largely in organizational contexts, and details the academic debate over this issue. Organizational justice frameworks distinguish three primary forms of justice that govern resource distribution. Distributive justice, which is the spotlight of this inquiry, relates to distribution preference regarding the principles and rules that regulate resource distribution (e.g., equality, need, and contribution) and the subjective sense of injustice evoked by a perceived gap between the distribution principles viewed as just and those actually implemented. Procedural justice concerns the justice of the procedures through which resources are distributed; in other words, the focus is on processes rather than outcomes of resource distribution. Finally, interactional justice involves the justice of interactions on a personal level attendant on the distribution of resources and the implementation of procedures.
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Dinga, Emil, et Gabriela-Mariana Ionescu. « On an Automatic Stabilizer Towards the Autopoietic Social Justice ». Dans Advances in Human Resources Management and Organizational Development, 185–208. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6713-5.ch009.

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The chapter aims to design and qualitatively (especially logically) examine an automatic stabilizer which could confer to the social justice (particularly in its distributive action) the property of auto-poieticity. Some conceptual pairs are questioned regarding the vocation of social justice to become and work as an auto-poietic process within the society, such as discretionary vs. automatic, human nature vs. human condition, external goal vs. internal goal, survival vs. freedom. A basic body of the chapter is focused on the issue of automatization way of applying the principles of social justice – mainly the principle of difference. In fact, the auto-poieticity of social justice follows to be performed by a so-called regulon which automatically ensures the principle of difference working. The automatic stabilizer of an auto-poietic social justice will consist just in discretionarily integrating the mentioned regulon in the normative framework of the society in case.
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Actes de conférences sur le sujet "Organizational Justice (Distributive"

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Sarianti, Rini, et S. Armida. « The Influence of Distributive Justice and Perceived Organizational Support on Organizational Citizenship Behavior ». Dans 4th Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2019). Paris, France : Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200305.160.

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Prananda, Aan, Sulastri Sulastri et Syahrizal Syahrizal. « The Effect of Procedural Justice, Distributive Justice and Interactional Justice on Employees 'Performance with Organizational Commitment as Different Variables in BPR Pembangunan Kerinci ». Dans Proceedings of the 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018). Paris, France : Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba2-18.2019.83.

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Bagis, Fatmah. « Does Job Satisfaction Mediate the Effect of Procedural Justice and Distributive Justice on Organizational Commitment ? : Case Study of Education Institution ». Dans 2018 3rd International Conference on Education, Sports, Arts and Management Engineering (ICESAME 2018). Paris, France : Atlantis Press, 2018. http://dx.doi.org/10.2991/amca-18.2018.93.

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Hadi, Faizal Susilo, et Kharis Septina Liftyawan. « The Influence of Distributive Justice and Procedural Justice in Job Satisfaction Through Perceived Organizational Supports (Case Study in GOJEK Surabaya) ». Dans 18th International Symposium on Management (INSYMA 2021). Paris, France : Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210628.047.

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Rivai, Harif Amali, Dara Yunia Reza et Hendra Lukito. « Distributive Justice, Job Satisfaction and Organizational Commitment as Antecedents of Employee Performance : A Study in Indonesia National Health Insurance Workers ». Dans Proceedings of the 2019 International Conference on Organizational Innovation (ICOI 2019). Paris, France : Atlantis Press, 2019. http://dx.doi.org/10.2991/icoi-19.2019.117.

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Mert, Esvet, et Sabahat Bayrak Kök. « An Examination of the Relationship between Organizational Justice and Psychological Empowerment ». Dans International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c08.01861.

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The perceptions of empowerment and justice that employees create in their minds affect all processes within the organization. Psychological empowerment is the perception of the organization that the organization has built to empower its employees. Organizational justice encompasses rules and social norms developed in the distribution of benefits, distribution processes and interpersonal relationships. This study aims to determine the relationship between psychological empowerment and perceptions of organizational justice. The 105 employees who work in a public institution constitute the universe of the researcher. According to Spearman correlation analysis results, the statistically significant relation was found between psychological empowerment and organizational justice perception. The main hypothesis has not been rejected. The study also examined the relationship between dimensions of psychological empowerment and dimensions of organizational justice. The results revealed a statistically significant relationship. The most striking result is that the relationship between the dimension of autonomy and the dimension of organizational justice is found to be strongest. The weakest relationship is the relationship between the meaning dimension of psychological empowerment and the dimensions of the concept of organizational justice.
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Nikiuluw, Jimmy. « Distributive Justice and Perceived Organization Support in Indonesian Port Employee ». Dans Proceedings of the 1st International Conference on Business, Law And Pedagogy, ICBLP 2019, 13-15 February 2019, Sidoarjo, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.13-2-2019.2291916.

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Nikiuluw, Jimmy, Syarifudin Tippe et Mahmuddin YAsin. « Distributive Justice and Perceived Organization Support in Indonesian Port Employee ». Dans Proceedings of the 1st International Conference on Business, Law And Pedagogy, ICBLP 2019, 13-15 February 2019, Sidoarjo, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.13-2-2019.2286575.

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« Studying the Role of Organizational Justice in Employee Job Satisfaction of National Iranian Oil Products Distribution Company (NIOPDC) in Ardebil Province ». Dans Dec. 4-6, 2017 London (UK). HEAIG, 2017. http://dx.doi.org/10.15242/heaig.h1217511.

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Cortes, Daniel H., Spencer P. Lake, Jennifer A. Kadlowec, Louis J. Soslowsky et Dawn M. Elliott. « Mechanical Contribution of Fiber Angular Distribution in Connective Tissue : Comparison of Two Modeling Approaches ». Dans ASME 2010 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2010. http://dx.doi.org/10.1115/sbc2010-19126.

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Collagen fibers and their structural arrangement influence tissue tensile stiffness and strength. While a variety of modeling approaches incorporate collagen fibers explicitly as one of the components, due to the complexity of the fiber organization, aligned fibers are usually considered. In the pioneering work of Lanir [1], a constitutive relation for continuous fiber distributions was proposed, where the strain energy and stresses are obtained by angular integration (AI) of infinitesimal fractions of fibers aligned in a given direction. Lanir’s formulation has been successfully used to describe the mechanical behavior of a variety of tissues. In particular, Ateshian et al. [2] showed that large values of the tensile Poisson’s ratio for articular cartilage in tension and the low values observed in compression can be explained using a continuous angular distribution for the fibers. A disadvantage of the AI formulation is the large number of calculations required to evaluate the strains and stresses. On the other hand, Generalized Structure Tensors (GST) have been proposed to model tissues with continuously distributed collagen fibers [3,4]. These tensors are assumed to represent the three-dimensional distribution of the fibers. Once the tensor has been defined, the strain in the fibers can be readily obtained by multiplication with a strain tensor. The advantage of this approach is the small number of calculations required to obtain the strain energy and stresses of the fibers. As a result, this formulation can be efficiently implemented in numerical algorithms like finite elements. However, this approach is limited, as it is valid only when all of the fibers are in tension and when the fiber distribution is small [5]. A numerical comparison is required to quantify when an angular distribution can be considered acceptably small to justify using this more computationally efficient approach. The objective of this study is to numerically compare the AI and GST formulations to determine the range of values of angular distribution for which the GST approach can be accurately used.
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