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Monday, August 3, 2020 | History

2 edition of organizational justice analysis of the effects of a white-collar layoff found in the catalog.

organizational justice analysis of the effects of a white-collar layoff

Caroline L. Weber

organizational justice analysis of the effects of a white-collar layoff

a field study

by Caroline L. Weber

  • 274 Want to read
  • 22 Currently reading

Published by Industrial Relations Centre, Queen"s University in Kingston, Ont .
Written in English

    Subjects:
  • Layoff systems,
  • Layoff systems -- Canada

  • Edition Notes

    Includes bibliographical references (p. 25-26).

    StatementCaroline L. Weber and Kimberley D. Sanders.
    SeriesQPIR -- 1993-5, Working paper series / School of Industrial Relations / Industrial Relations Centre, Queen"s University at Kingston, Queen"s papers in industrial relations -- 1993-5, Working paper series (Queen"s University. (Kingston, Ont.). Industrial Relations Centre)
    ContributionsSanders, Kimberley D., Queen"s University (Kingston, Ont.). Industrial Relations Centre.
    The Physical Object
    Pagination26, [8] p. :
    Number of Pages26
    ID Numbers
    Open LibraryOL20682880M
    ISBN 100888863780

      Generally speaking, organizational justice refers to an employee's subjective perception of fairness in the allocation of resources as well as rewards or punishments made by the organization (Adams, ). In other words, organizational justice is a multidimensional construct instead of a single concept (Scholl et al., ).   Distributive justice, a third type of organizational justice, refers to the perceived fairness of compensation or rewards an employee receives from the organization (Folger & Konovosky, ). Prior research on distributive justice in downsized organizations has focused on survivor perceptions of the fairness of outcomes for layoff victims.

      Antecedents and consequences of salesperson job satisfaction: Meta-analysis and assessment of causal effects. Journal of Marketing Research, 30 (1), [28] Samad, S. (). The effect of job satisfaction on organizational commitment and job performance relationship: A case study of managers in manufacturing companies. Living on the edge (of social and organizational psychology): The effects of job layoffs on those who remain. In Murninghan, J. K. (ed.), Social Psychology in Organizations: Advances in Theory and Research, Prentice-Hall, Englewood Cliffs, NJ, pp. –

    Distributive Justice: it refers to the concerns of staff regarding resource and consequence distribution. McDowall and Fletcher () states that distributive justice demonstrates the individual’s perception of the degree of justice in distributing and allocating resources and rewards (Rezaieyan, ).Comparing themselves with others, nurses come to understand whether they have achieved.   Building on the foundation offered by Cropanzano et al. in their recent book titled Social Justice and the Experience of Emotion (Cropanzano et al. in Social justice and the experience of emotions, Routledge, New York, ), we argue that further integrating the literatures on organizational justice and affect has the potential to create important insights that can further our understanding.


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Organizational justice analysis of the effects of a white-collar layoff by Caroline L. Weber Download PDF EPUB FB2

Add tags for "An organizational justice analysis of the effects of a white-collar layoff: a field study". Be the first. As a result, organizational justice has an indirect, positive and meaningful effect on OCB. Organizational trust was not an intermediary variable in the relationship between justice and OCB.

Also. In a world where organizational change is part of the everyday life of the organization, research has shown that issues of organizational justice have a great impact on organizational outcomes (e. Van den Bos, K. (), “ Fairness heuristic theory: Assessing the information to which people are reacting has a pivotal role in understanding organizational justice,” in S.

Gilliland, D. Steiner, and D. Skarlicki (eds.), Theoretical and Cultural Perspectives on Organizational Justice (Greenwich, CT: Information Age), 63 –Cited by: 3. The paper aims at examining the effect of organizational justice on managerial effectiveness.

The study also examines the influence of distributive and procedural justice on job satisfaction. The results of data analysis showed that there is a positive and significant relationship between organizational justice and professional skepticism with moderating role of organizational.

This paper examined the direct effects of the different dimensions of organizational justice, employees’satisfaction and gender on perceived organizational commitment in the context of UAE.

An initial overview of justice development as a concept and its application to the workplace is followed by an analysis of the causes and effects of justice within the context of change.

Brookner, J. The effects of work layoffs on survivors: Research theory and practice. In D. Eskaw (Ed.), The role of organizational justice in.

Forms of Organizational Justice and Their Effects. The idea that justice is a multifaceted concept follows from the variety of questions just raised, everything from how much you get paid to how well you are treated by your boss.

Organizational justice takes the four different forms identified here. nizations. To the extent that justice signals our value to an employer, the more we care about the organization the more distressed we become when we are treated unfairly.

Brockner, Tyler, and Coo-per-Schneider () assessed the commitment of a group of employees before a layoff occurred. After the downsizing those people who were ini.

In this research, organizational justice was detailed to show and to observe its relationship with its counterproductive work behavior. The research takes total of one hundred and ninety eight () workers working in Anambra State Civil Service Awka.

It served as the respondents in this study. Cochran, () sampling technique was employed to get the sample size and the research. This study explored the effects of layoffs on survivors.

We assessed subjects' work performance as a function of whether a co-worker had been laid off and the circumstances of that layoff. Consistent with equity theory, subjects worked harder when they believed that a co-worker's dismissal was based on a random process rather than on the relative merits of their and their co-worker's prior.

Research supports the conclusion that organizational commitment is affected more by procedural justice than by distributive justice, and this is especially true in collectivistic societies.

The present research examines the effects of distributive justice on organizational commitment levels of Korean employees under layoff situations. It focuses on the moderating effects of two layoff. Background Organizational downsizing has become highly common during the global recession of the late s with severe repercussions on employment.

We examine whether the severity of the downsizing process is associated with a greater likelihood of depressive symptoms among displaced workers, internally redeployed workers and lay-off survivors. The effects of organizational change (e.g., downsizing) on employees. Cultural influences on work attitudes and behaviors Self processes.

Organizational justice. Entrapment in escalating conflicts. Regulatory focus effects in work organizations Publications: Books: Brockner, J.

This study aimed to examine the impact and the relationship between organizational justice and the intention to leave and investigate the effect of demographic factors on study variables among the universities employees in Egypt.

Organizational justice is explained as perceived fairness in terms of distributive justice, procedural justice, interactional justice, temporal justice and spatial. Economic Theory The other theoretical approach examines the impact of organizational downsizing from an economic or macro perspective.

Economic Theory is based on the assumption that organizations engage in downsizing to reduce costs, gain efficiency, and ultimately increase a company's financial performance by making it more competitive in today's global marketplace (Cameron.

Basak, E., Ek-mekci, E., Bayram, Y. and Bas, Y. () Analysis of Dimensions That Affect the Intention to Leave of White-Collar Employees in Turkey Using Structural Equation Modelling. Pro-ceedings of the World Congress on Engineering and Computer Science, San Francisco, CA, October The influence of perceived unfairness at the workplace (organizational injustice) on employee health is well established.

Several theories explain the unpleasant and stressful nature of the experience of injustice, using trust as a central element.

This study examines the effect of trust to supervisor on the association of perceived injustice with vagal tone—an objective marker for. The purpose of this study was to examine how employees’ experiences, in the wake of an organization’s downsizing, would influence employee–organization relationships and the employees’ decisions to remain with the organization.

In investigating survivors’ responses to downsizing, informational justice was chosen as an antecedent of the survivors’ intentions to leave and. Both unemployment and surviving layoffs were significantly associated with depressive symptoms, as compared to reemployment, but the perceived procedural justice of a socially responsible downsizing process considerably mitigated the odds of symptoms.

Perception of high versus low justice was assessed along several downsizing dimensions.A meta-analysis of the effects of organizational behavior modification on task performance, – Academy of Management Journal, 40, – Tepper, B.

J. (). Health consequences of organizational injustice: Tests of main and interactive effects. Organizational Behavior and Human Decision Processes, 86, – Tyler, T. R.A field survey and laboratory experiment examined the determinants of survivors' reactions to job layoffs. Independent variables included (1) change in the perceived intrinsic quality of the content of survivors' jobs relative to before the layoffs and (2) context favorability, as determined by (a) the perceived fairness of the layoffs and (b) survivors' perceptions of their co-workers.