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Journal articles on the topic 'Interpersonal justice'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Collins, Hugh. "Interpersonal justice as partial justice." European Law Open 1, no. 2 (2022): 413–22. http://dx.doi.org/10.1017/elo.2022.26.

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AbstractDespite being sympathetic to the aim of Martijn Hesselink’s paper to explore how private law might be used to tackle gross inequalities, it is argued that private law is based fundamentally on the moral principles of interpersonal justice, which being a kind of partial justice as explained by Thomas Nagel are distinct and often opposed to the impartial standards of justice used in theories of social justice. European private law either has to abandon the principles of interpersonal justice in favour of a goal-oriented regulation or alternatively a richer conception of interpersonal jus

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ISAAC, A. Power PhD. "Interpersonal and Informational Justices as Correlates of the Whistle-Blowers' Intentions in Nigeria." Journal of Economics, Finance and Management Studies 07, no. 02 (2024): 1077–82. https://doi.org/10.5281/zenodo.10656207.

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This study examined whether interpersonal and informational justices are correlates of whistle-blowers’ intentions among selected local government areas in Delta State, Nigeria. In this study, two dimensions of organizational justice (interpersonal and informational justices) were used. In order to carry out the study, questionnaires were administered to employees in six local government areas and data obtained were analyzed via descriptive and inferential statistical techniques. On the basis of the analysis, it was found that while there is a significant relationship between interperson

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Holtz, Brian C., and Crystal M. Harold. "Interpersonal Justice and Deviance." Journal of Management 39, no. 2 (2010): 339–65. http://dx.doi.org/10.1177/0149206310390049.

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Wijaya, Angga Pandu, Widya Prananta, and Made Virma Permana. "PERAN KEADILAN PROSEDURAL DAN KEADILAN ANTAR PRIBADIDALAM MENENTUKAN KEBERHASILAN DAN KEPUASAN PENANGANAN KOMPLAIN." Jurnal Bisnis Terapan 7, no. 1 (2023): 21–32. http://dx.doi.org/10.24123/jbt.v7i1.5335.

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Service companies often face complaints due to the challenges of providing standardized services. Unlike manufacturers that produce standardized products using machines, service companies are more susceptible to consumer complaints. Procedural justice and interpersonal justice are factors that determine the success rate of complaint handling. This study aims to examine the impact of procedural justice and interpersonal justice on complaint satisfaction through complaint handling. The study adopted a quantitative approach and involved a sample of 181 respondents, specifically consumers who have

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CLAYTON, MATTHEW, and ANDREW WILLIAMS. "Egalitarian justice and interpersonal comparison." European Journal of Political Research 35, no. 4 (1999): 445–64. http://dx.doi.org/10.1111/1475-6765.00455.

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Papayannis, Diego M. "Tort Law without Interpersonal Justice." Journal of European Tort Law 16, no. 1 (2025): 31–51. https://doi.org/10.1515/jetl-2025-0004.

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Abstract 31Gregory C Keating’s Reasonableness and Risk presents a sophisticated analysis of tort law, intertwining considerations of distributive and interpersonal justice. While his treatment of the distributive aspect of tort law and its role in protecting core interests, such as safety and bodily integrity, is compelling and influential, I argue that his conception of strict liability introduces significant theoretical distortions. In particular, Keating asserts that in strict liability torts, agents are not under a duty not to harm, but are only under a duty to pay compensation. This creat

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SALEEM, ABDUL, SHIFA BIBI, ASADULLAH LAKHO, and SALMAN HUSSAIN. "DETERMINANTS OF CUSTOMER SWITCHING INTENTION IN PAKISTAN: A CASE OF CELLULAR SERVICES." Bulletin of Business and Economics (BBE) 11, no. 3 (2022): 27–36. https://doi.org/10.5281/zenodo.7256470.

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The basic aim of this research is to find out the correlation (hypothesis) between the informational justice, interpersonal justice, procedural justice, distributive justice to switching intention. The data was collected on the independent variables and dependent variable which were distributive justice, informational justice, interpersonal justice, procedural justice and switching intentions of the customers. The data was collected through questionnaires from the customers of the mobile phone services in Pakistan. The sample size is 450. This research is only talk about one industry which is

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Anip Bustaman1, Hasnun, and Abdul Malek A. Tambi. "Organizational Justice from the Perspective of Potential Applicants." International Journal of Engineering & Technology 7, no. 4.34 (2018): 153. http://dx.doi.org/10.14419/ijet.v7i4.34.23849.

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This paper reviews the recent advancement of organizational justice influencing the people from outside organizations, which has been gaining keen attention from scholars lately. Precisely, this paper aims to construe organizational justice with a greater emphasis on the potential applicant attraction. The discussion involved the elementary of four justices encompassing procedural justice, distributive justice, interpersonal justice and informational justice in the eye of potential applicant. Finally, this paper enlarged the conceptuality of study by providing some arguments of appropriate met

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Khurshid, Rabia, Sara Hussain, and Maqsood Ahmad. "Impact of the Informational Justice & Interpersonal Justice on Organization Commitment." Research Journal for Societal Issues 5, no. 3 (2023): 181–89. http://dx.doi.org/10.56976/rjsi.v5i3.153.

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The purpose of this study was to evaluate the effects of informational justice& interpersonal justice on organization commitment among the employees of Millat Tractors of Lahore (Pakistan).Current study use the two important kinds of organizational justice i.e., interpersonal justice and informational justice. A structured questionnaire was used for collection of primary data. Employee of three departments (Marketing, Finance & Assembly Plant) were selected randomly and distributed the 250 questionnaires to the officer rank of employees. In final analysis 225 complete questionnaires wa

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Novalinda, Novalinda, Elfiswandi Elfiswandi, and Jhon Veri. "Keterikatan Kerja: Keadilan Distributif Keadilan Prosedural dan Keadilan Interpersonal di Mediasi oleh Kepuasan Kerja Pada Pegawai Dinas Kesehatan Kabupaten Solok." Indo-Fintech Intellectuals: Journal of Economics and Business 4, no. 5 (2024): 1921–33. http://dx.doi.org/10.54373/ifijeb.v4i5.1852.

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This study aims to find out how much work attachment: distributive justice, procedural justice and interpersonal justice are mediated by job satisfaction in employees of the Solok Regency Health Office. The type of researcher used is quantitative. The data analysis used is Structur Equation Modeling (SEM) with Partial Least Square (PLS) 3.0. By distributing a questionnaire of 82 respondents. The results of the data analysis concluded that there was an influence There was no significant influence of Distributive Justice on Job Satisfaction, There was a significant influence of Procedural Justic

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Lee, Changjoon, and Byoung-Chun Ha. "Interactional Justice, Informational Quality, and Sustainable Supply Chain Management: A Comparison of Domestic and Multinational Pharmaceutical Companies." Sustainability 13, no. 2 (2021): 998. http://dx.doi.org/10.3390/su13020998.

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As the business environment gradually intensifies, interest in building efficient supply chain relationships is growing. The basic principle of supply chain management (SCM) is to enhance efficiency by maintaining sustainable relationships between companies in the supply chain. This study classifies interactional justice into interpersonal justice and informational justice and examines their effects on informational quality and sustainable SCM by comparing Korean pharmaceutical companies with multinationals. The study used a theoretical structural model to investigate the causal impact of inte

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Artanti, Guspri Devi. "The Effect of Interpersonal Justice In Family And Decision Making for Healthy Life On Students’ Health Behavior." IJEEM - Indonesian Journal of Environmental Education and Management 2, no. 1 (2017): 24–37. http://dx.doi.org/10.21009/ijeem.021.02.

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The research is about studying the effect of interpersonal justice in the family and decision making to healthy life on students’ health behavior. There are around 5 research problems have been solved, including interaction effect of both interpersonal justice in the family and decision-making to healthy life on students’ health behavior. Therefore, an ex-post facto with 2 x 2 factorial design had been applied. Each cell consisted of 21 students’ from Senior High School in East Jakarta which selected randomly. On this study, there were three instruments have been developed, Health Behavior (HB

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Strelan, Peter. "Justice and Forgiveness in Interpersonal Relationships." Current Directions in Psychological Science 27, no. 1 (2017): 20–24. http://dx.doi.org/10.1177/0963721417734311.

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People typically view justice and forgiveness as opposites. This article summarizes a burgeoning literature indicating that (a) punishment can, in fact, encourage forgiveness and (b) inclusive justice orientations are positively associated with forgiving.

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Roch, Sylvia G., and Linda R. Shanock. "Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions." Journal of Management 32, no. 2 (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 organiza

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Kim, Kwon-Soo. "The effects of interpersonal attraction on service justice." Journal of Services Marketing 32, no. 6 (2018): 728–38. http://dx.doi.org/10.1108/jsm-06-2017-0200.

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Purpose This study aims to examine the effects of physical attraction, social attraction and task attraction, which are interpersonal attraction components of service staff, on interactional justice, procedural justice and distributive justice, all of which are components of service justice. Design/methodology/approach This study was conducted after deriving measurement tools through two preliminary studies. The research sample was made by those who have visited the restaurant where the service staff provides services directly to the customers. Respondents were instructed by investigators to c

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Zhang, Li, Yang Qiu, and Eryue Teng. "Cross-level relationships between justice climate and organizational citizenship behavior: Perceived organizational support as mediator." Social Behavior and Personality: an international journal 45, no. 3 (2017): 387–97. http://dx.doi.org/10.2224/sbp.4842.

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We investigated the mediating role of perceived organizational support in the cross-level relationships between procedural, interpersonal, and informational justice climate and organizational citizenship behavior. Hospital staff in China (N = 468) participated in this study. Using hierarchical linear modeling, we found that procedural and interpersonal justice climate had a significantly positive effect on organizational citizenship behavior. Informational justice climate, however, did not have a significant effect on organizational citizenship behavior. In addition, perceived organizational s

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Benoit, Ilgım Dara, Thomas Brashear Alejandro, Jeffrey Foreman, Christian Chelariu, and Shawn Bergman. "Social norms in the salesforce: justice and relationalism." Journal of Business & Industrial Marketing 34, no. 1 (2019): 49–61. http://dx.doi.org/10.1108/jbim-01-2018-0054.

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PurposeThis paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.Design/methodology/approachThis study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.FindingsAs discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among t

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Ikramullah, Malik, Jan-Willem van Prooijen, Muhammad Zahid Iqbal, Bahadar Shah, and Faqir Sajjad Ul-Hassan. "DOES INTERPERSONAL JUSTICE NEGATIVELY PREDICT OVERALL PERFORMANCE APPRAISAL FAIRNESS? A PAKISTANI STUDY." Performance Improvement Quarterly 35, no. 1-4 (2022): 17–30. http://dx.doi.org/10.56811/piq-20-0050.

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Building on recent research in organizational justice, this study examined the impact of four factors of justice on perceived overall fairness of performance appraisal (PA) systems. The study used a survey questionnaire to collect data from 259 public servants in Pakistan. Based on fundamental ethical principles that employees desire public managers to be unbiased, we developed the hypotheses that were, subsequently, tested using variance-based structural equation modeling in SmartPLS 3.0. The results of the study revealed evidence that, in the context of PA systems, high interpersonal justice

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Conner, Deondra. "Positive social identity expectations as a moderator of interpersonal justice perceptions." Journal of Management Development 34, no. 4 (2015): 395–405. http://dx.doi.org/10.1108/jmd-04-2014-0033.

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Purpose – The purpose of this paper is to examine positive social identity expectations as a potential moderator of interpersonal justice perceptions with work-related stress, leader evaluation, and worker satisfaction as outcomes of interest. Design/methodology/approach – A set of propositions and several diagrams are proposed and discussed relative to the interaction of social identity expectations and interpersonal justice perceptions. Findings – It is argued that individuals with higher levels of positive social identity expectations will respond more strongly to perceived interpersonal ju

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Gidaković, Petar, and Barbara Čater. "Perceived justice and service recovery satisfaction in a post-transition economy." Journal of East European Management Studies 26, no. 1 (2021): 10–43. http://dx.doi.org/10.5771/0949-6181-2021-1-10.

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This paper aims to improve the understanding of outcomes of service recovery in a post-transition context by examining the relationships between four dimensions of perceived justice and service recovery satisfaction (SRS), positive word of mouth (PWOM) and repurchase intentions. Results from a survey of 217 Slovenian telecommunications customers with actual recovery experiences reveal that distributive, informational and interpersonal (but not procedural) justice are positively related to SRS, which acts as a mediator between these three justice dimensions and repurchase intentions and PWOM. F

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Albalá-Genol, Jazael, Pedro Antonio Díaz-Fúnez, and Miguel Ángel Mañas-Rodríguez. "Resilience and Job Satisfaction: Effect of Moderated Mediation on the Influence of interpersonal Justice on the Performance of Public Servants." International Journal of Environmental Research and Public Health 20, no. 4 (2023): 2957. http://dx.doi.org/10.3390/ijerph20042957.

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The perception of interpersonal justice is one of the key resources for improving employees’ performance intention. Elements such as employees’ level of satisfaction or their self-perception of their ability to cope with problematic situations are key factors in this relationship according to the job demands-resources model. The objective of this study was to analyze how the perception of job satisfaction and the self-perception of resilience influence how interpersonal justice affects employee performance. A total of 315 public sector employees, who perform administrative and customer service

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Coggburn, Jerrell D., Dennis M. Daley, Jessica Katz Jameson, and RaJade M. Berry-James. "Assessing the Six-Factor Model of Organizational Justice in the Context of Workplace Mediation." Review of Public Personnel Administration 40, no. 3 (2018): 355–83. http://dx.doi.org/10.1177/0734371x18816758.

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Applying the six-factor model of organizational justice, this study examines the relationship between disputants’ (i.e., grievants and respondents) perceptions of organizational justice and satisfaction with workplace mediation. Using secondary data, collected postmediation from participants in the (former) North Carolina Department of Correction’s (DOC) mediation process, the findings show that perceptions of organizational justice and mediation satisfaction are high for both grievants and, especially, respondents. Logistic regression results find statistically significant relationships betwe

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Nurmaya, Ema. "MEMPREDIKSI PENYIMPANGAN INTERPERSONAL DARI KEADILAN PROSEDURAL DAN KEADILAN INFORMASIONAL." Jurnal Fokus Manajemen Bisnis 10, no. 2 (2020): 269. http://dx.doi.org/10.12928/fokus.v10i2.2766.

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This study aims to investigate the relationship between procedural and informational justice and interpersonal deviations. Specifically, this study hypothesizes that: (a) There is a negative relationship between procedural justice and interpersonal deviation behavior, (b) There is a negative relationship between informational justice and interpersonal deviationbehavior. To test the hypothesis, SPSS was used to analyze survey data from 124 hospital nurses at public private hospitals in Yogyakarta. The results show that all hypotheses are proven. And furthermore, this study produces suggestions

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Deepa, S. M. "The effects of organizational justice dimensions on facets of job engagement." International Journal of Organization Theory & Behavior 23, no. 4 (2020): 315–36. http://dx.doi.org/10.1108/ijotb-05-2019-0066.

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PurposeThis study aims to examine the relationship between four dimensions of organizational justice (distributive, procedural, interpersonal and informational) and the three facets of job engagement (physical, cognitive and emotional).Design/methodology/approachA cross-sectional approach was used to survey a sample of 281 professionals in information technology who resided in the southern part of India and varied on experience, age and gender. Data was analyzed by employing the partial least squares structural equation modeling (PLS-SEM) approach.FindingsThe result emphasizes the individual r

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Zarish, Hafiza Munam, Muhammad Zulqarnain, and Khalil Ur Rehman. "Impact of Organizational Justice on Organizational Commitment." Research Journal for Societal Issues 2, no. 1 (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

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Lee, Changjoon. "Impact of interpersonal justice and information accuracy in a pharmaceutical supply chain: a survey-based analysis." International Journal of Pharmaceutical and Healthcare Marketing 15, no. 2 (2021): 269–81. http://dx.doi.org/10.1108/ijphm-06-2020-0046.

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Purpose This study aims to investigate the influence of interpersonal justice, a sub-concept of interactional justice, on information accuracy and logistics performance in the pharmaceutical supply chain. Design/methodology/approach For this purpose, 600 pharmacies in Korea were surveyed through questionnaires distributed via mail and direct visits and 293 valid responses were used for statistical analysis. Findings According to the results, the perception of interpersonal justice between buyers and sellers showed a positive effect on information accuracy, which, in turn, had a positive effect

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Park, Ji-Hwan, and Moo-Kyeong Jeon. "The Effects of Regulatory Focus on Proactive Behavior: A Moderated Mediation Model of Work Hope and Interpersonal Justice." Institute of Management and Economy Research 13, no. 3 (2022): 261–79. http://dx.doi.org/10.32599/apjb.13.3.202209.261.

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Purpose - The purpose of this study was to examine the effect of regulatory focus on proactive behavior and to examine the mediating effect of work hope between superior’s regulatory focus and subordinate’s proactive behavior. In addition, the purpose of this study was to investigate the moderating effect of interpersonal justice between regulatory focus and work hope, and the moderated mediating effect of work hope and interpersonal justice in the relationship between regulatory focus and proactive behavior. Design/methodology/approach - This study used data 255pairs(510people) collected from

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Moon, Kuk-Kyoung. "Fairness at the Organizational Level: Examining the Effect of Organizational Justice Climate on Collective Turnover Rates and Organizational Performance." Public Personnel Management 46, no. 2 (2017): 118–43. http://dx.doi.org/10.1177/0091026017702610.

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In the continuing quest to understand public employees’ reactions to fair (or unfair) treatment in the workplace, perceived organizational justice has been conceptualized primarily as an individual-level phenomenon. Although individuals create collective perceptions of the fair treatment of their work unit as a whole, little attention has been paid to consequences of justice climate at the organizational level. Using panel data from the U.S. federal government, this study seeks to fill this gap by examining the effect of four dimensions of organizational justice climate—distributive, procedura

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Seo, Yumi, and Jee Young Lee. "Leader–Member Exchange Level and Differentiation: The Roles of Interpersonal Justice Climate and Group Affective Tone." Social Behavior and Personality: an international journal 45, no. 7 (2017): 1175–86. http://dx.doi.org/10.2224/sbp.6278.

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We examined the effect of leader–member exchange (LMX) level and differentiation on interpersonal justice climate and positive group affective tone. We proposed a moderated mediation model with interpersonal justice climate as a mediator and team-level LMX differentiation as a moderator. The study sample comprised 333 employees in 73 teams from 14 South Korean companies. Results showed that LMX level was positively associated with positive group affective tone and that interpersonal justice climate partially mediated this relationship. Team-level LMX differentiation moderated the mediation eff

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Ranto, Dwi Wahyu Pril, Heru Kurnianto Tjahjono, Muafi Muafi, and Wisnu Prajogo. "The Influence of Organizational Justice on Interpersonal and Organizational Deviance: A Conceptual Paper." International Journal of Marketing & Human Resource Research 3, no. 2 (2022): 87–97. http://dx.doi.org/10.47747/ijmhrr.v3i02.570.

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This research is a conceptual study that aims to investigate the influence of the organizational justice dimension on deviant behavior. The study’s main objective is to create an analysis of existing literature on the impact of organizational justice consisting of distributive justice, procedural justice, interpersonal justice, and informational justice on deviant behavior. The data search method used in this conceptual study is based on a literature review of journal articles obtained through an online database using keywords as a search tool. The study results revealed a negative influence o

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Gichira, Patrick M., Dr Susan M. Were, and Dr George O. Orwa. "RELATIONSHIP BETWEEN PERCEPTIONS OF INTERPERSONAL JUSTICE AND EMPLOYEE COMMITMENT IN HEALTH SECTOR NON-GOVERNMENTAL ORGANIZATIONS IN KENYA." European Journal of Human Resource 1, no. 1 (2017): 51–73. http://dx.doi.org/10.47672/ejh.188.

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Purpose: The purpose of the study was to assess the extent of the relationship between perceptions of interpersonal justice and employee commitment in health sector non-governmental organizations in Kenya.Methodology: The study adopted descriptive and correlational research designs with a statistical sample of 195 employees responsible for key result areas in 17 health sector Non-Governmental Organizations. Justice perceptions were measured using Colquitt’s four construct model comprising of distributive, procedural, interpersonal and informational justice while organizational commitment was m

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Aguilar-Rojas, Oscar, Carmina Fandos-Herrera, and Carlos Flavián-Blanco. "What may lead you to recommend and revisit a hotel after a service failure instead of complaining?" International Journal of Contemporary Hospitality Management 27, no. 2 (2015): 214–35. http://dx.doi.org/10.1108/ijchm-06-2013-0265.

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Purpose – The purpose of this study is to determine how a failure in the treatment received by consumers influences their intention to revisit a hotel, to recommend a hotel or to complain to a third party. The authors analyse perceived interpersonal justice, the role played by past encounters and the influence of consumer gender in a hotel recovery process. Design/methodology/approach – Using experimentation methodology applied to the hotel sector, the authors present four scenarios in a 2 × 2 (interpersonal justice/no interpersonal justice, prior experience/no prior experience) design with a

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EYAMU, Samuel. "Perceived favourability of human resource practices and job engagement: A mediated moderated model of justice perceptions." Journal of Human Resource Management - HR Advances and Developments 2024, no. 1 (2024): 55–72. http://dx.doi.org/10.46287/wrjp6373.

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Purpose – The purpose of this study is to investigate how the perceived favourability of human resource practices, resulting from the uneven distribution of HR practices, influences job engagement with perceived distributive justice as a mediator, while also considering the moderating influence of perceived procedural, interpersonal, and informational justice on the link between perceived distributive justice and job engagement. Aims(s) – This research aims to examine the effect of perceived favourability of HR practices on job engagement. It also assesses the mediating role of distributive ju

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Yogasari, Ida Ayu Mahesta, and I. Gusti Ayu Nyoman Budiasih. "Impact of organizational justice perceptions and transformational leadership role on counter productive work behavior." International research journal of management, IT and social sciences 6, no. 6 (2019): 239–43. http://dx.doi.org/10.21744/irjmis.v6n6.800.

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This study examines the impact of organizational justice perceptions and transformational leadership role on counterproductive work behavior. The study illustrates that organizational justice (procedural and interactional justice) perception and transformational leadership produces a negative impact on counterproductive work behavior (organizational and interpersonal). The reduction utilizes social exchange theory. Survey methods and purposive sampling methods was conducted by collecting primary data from respondents working as an accounting team member in the Food and Beverage sector of the B

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Prilleltensky, Isaac. "Justice and Human Development." International Journal of Educational Psychology 3, no. 3 (2014): 287–305. http://dx.doi.org/10.4471/ijep.2014.15.

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Psychologists have studied certain elements of wellness, and various aspects of fairness, but they have seldom studied the interaction between the two. As a result, it is not surprising that there is a paucity of educational, community, clinical and social interventions to promote wellness and fairness in concert. In this paper I present a framework of justice consisting of substantive and contextual types. Distributive and procedural justice constitute the two main types of justice. Interpersonal, organizational, cultural and communal justice are contextual types which embed within them the t

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Helmy, Irfan, Aprilia Wahyuning Fitri, Parmin, Dimas Nanda Saputra, and Dike Amelia. "Friendship Knowledge Sharing, Interpersonal Justice and Sustainability Performance: Scale Development and Validation." Journal of Law and Sustainable Development 12, no. 1 (2024): e3196. http://dx.doi.org/10.55908/sdgs.v12i1.3196.

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Purposes: This present study purposes to develop a new construct of friendship knowledge sharing (FKS) as a new concept of knowledge sharing behavior. Subsequently, this research also investigates the effect of FKS on employee’s sustainable performance through interpersonal justice as a mediating variable.  Theoretical Framework: This study synthesizing a new construct of FKS by relying on the lens of social capital theory and knowledge sharing. In addition, based on social exchange theory, this study linking FKS to sustainable performance via interpersonal justice. This study assu

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Sabahattin, Cetin, Merve Davarci, and Ayhan Karakas. "The impact of organizational justice and trust on knowledge sharing behaviour." Upravlenets 13, no. 3 (2022): 30–45. http://dx.doi.org/10.29141/2218-5003-2022-13-3-3.

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The spread of knowledge sharing provides advantages to organizations in developing new solutions to problems along with a broader informational infrastructure. For this reason, it is important to know the factors affecting the knowledge sharing behaviour of individuals. The study examined the impact of employees’ perceptions of organizational justice and trust on knowledge sharing behaviour. The theories of organizational justice, organizational trust and knowledge sharing behavior constitute the methodological framework of the research. Within the scope of the study, data were collected from

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Xu, Feng, Xiaorong Wang, and Botong Xue. "The Differential Effects of Interpersonal Justice and Injustice on Computer Abuse." Journal of Database Management 30, no. 3 (2019): 1–17. http://dx.doi.org/10.4018/jdm.2019070101.

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Insider employees have become one of the top security threats to organizations. In order to mitigate their detrimental security behaviors, it is important to understand the thought processes of these insider offenders. Recent security research has examined the role of perceptions of injustice in explaining employee security behaviors. However, there is a paucity of research investigating the differential effects of justice and injustice. Based on regulatory focus theory, this article examines the emotional and behavioral reactions to perceptions of interpersonal justice and injustice. The resu

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Dalbert, Claudia, and Eva Filke. "Belief in a Personal Just World, Justice Judgments, and Their Functions for Prisoners." Criminal Justice and Behavior 34, no. 11 (2007): 1516–27. http://dx.doi.org/10.1177/0093854807306835.

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This study focuses on the relationship between the experience of justice, belief in a just world (BJW), and the feelings of adult male prisoners. The sample comprised 100 adult male prisoners from a German prison. Regression analysis provided evidence for the assimilation function of the BJW: High believers evaluated the legal proceedings, their interpersonal treatment by their corrections officers, and decisions on prison affairs as more just; they reported better well-being and were less likely to express anger as outburst behavior. Interpersonal justice was particularly important in explain

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Saulnier, Alana, and Diane Sivasubramaniam. "Procedural Justice Concerns and Technologically Mediated Interactions with Legal Authorities." Surveillance & Society 19, no. 3 (2021): 317–37. http://dx.doi.org/10.24908/ss.v19i3.14112.

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The use of surveillance technologies by legal authorities has intensified in recent years. As new data collection technologies expand into law enforcement spaces previously dominated by interpersonal interactions, questions emerge about whether the public will evaluate interpersonal and technologically mediated interactions with legal authorities in the same ways. In an analysis guided by procedural justice theory, we examine whether and how legal authorities’ use of decision-making technology affects public evaluations of an authority-subordinate interaction and its outcome in the context of

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Thawil, Sitti Marijam, and Mohammad Anwar. "Empat Dimensi Keadilan Organisasional Yang Dipersepsikan Oleh Karyawan Terhadap Kepuasan Kerja." Oikonomia: Jurnal Manajemen 17, no. 2 (2021): 97. http://dx.doi.org/10.47313/oikonomia.v17i2.1246.

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<strong><em><span>Purpose</span></em></strong><em><span> To examine the effect of the four dimensions of organizational justice on job satisfaction and to provide support that the four dimensions constitute different constructs is the aim of this study.<strong> Methodology</strong> 504 employees from two companies in Jakarta constitute the study population. Sampling technique with probability simple random sampling. The analysis technique used is multiple linear regression with SPSS 26. <strong>Findings</strong> Interperso

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Fan, Ruth Mei-tai, and Silver Choi Ngan Chan. "Students’ perceptions of just and unjust experiences in school." Educational and Child Psychology 16, no. 4 (1999): 32–50. http://dx.doi.org/10.53841/bpsecp.1999.16.4.32.

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The present study aimed to investigate the phenomenology of students’ just and unjust experiences in educational settings. Participants were 680 Chinese secondary school students (mean age 14.9 years) in Hong Kong. They were asked to report a just and an unjust event that happened to them in school. Eighteen categories of justice issues were identified. The major justice issues students reported were punishment, assessment of performance, interpersonal treatment, reward, and unjustified accusation. Students primarily used equity and equality rules to assess the fairness of punishment and asses

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Lee, Sanghyun, Sounman Hong, and Bong Gyou Lee. "Is There a Right Way to Lay Off Employees in Times of Crisis?: The Role of Organizational Justice in the Case of Airbnb." Sustainability 15, no. 5 (2023): 4690. http://dx.doi.org/10.3390/su15054690.

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The COVID-19 pandemic has negatively affected the tourism and services sector. Using the example of Airbnb’s recent layoff of 25% of its workforce, we focused on the role of organizational justice in mitigating the negative psychological impacts of layoffs. Based on a unique survey of Airbnb employees who survived the layoffs, as well as those who left, we employed an ordinary least squares regression to show that employees’ perceptions of organizational justice were positively related to their job satisfaction and trust in management, while being negatively related to their emotional exhausti

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Adamska, Krystyna, and Agnieszka Łądka-Barańska. "Organizational Justice and Constructive Voice." Zarządzanie Zasobami Ludzkimi 134-135, no. 3-4 (2020): 97–112. http://dx.doi.org/10.5604/01.3001.0014.1676.

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An organization’s efforts to treat its employees fairly lead to a number of positive consequences, among which is the constructive voice of the employees. This is a proactive behavior. It strengthens the organization’s ability to correct and prevent financially and socially costly mistakes. A lack of fair treatment can lead to the belief that speaking out is risky. Two aspects of voice in the organization— behaviors and beliefs—are the subject of the study presented in the article. The basic assumption is that they are predicted by the different kinds of organizational justice. A total of 333

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Collins, Hugh. "Relational and associational justice in work." Theoretical Inquiries in Law 24, no. 1 (2023): 26–48. http://dx.doi.org/10.1515/til-2023-0004.

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Abstract This Article explores the idea that the moral standards of relational or interpersonal justice can be used to lay the foundations for a theory of justice in work, rather than relying on principles of justice developed for society as a whole in philosophical theories of distributive justice. It is argued that a rich and distinctive scheme of interpersonal justice can be developed by using a method of internal critique and by focusing on two distinctive features of contracts of employment. Because they are incomplete by design, like other relational contracts, contracts of employment de

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Kinowska, Hanna. "The Complexity of Factors Affecting the Perception of Remuneration Justice by Working Poles." Zarządzanie Zasobami Ludzkimi 138-139, no. 1-2 (2021): 105–18. http://dx.doi.org/10.5604/01.3001.0014.8788.

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The aim of the paper is to analyze the relations among five aspects of organizational justice—distributive, procedural, informational, interpersonal, and retributive—as well as the subjective perception of justice in remuneration by Polish employees. The article presents the results of empirical research on a representative sample of working Poles. The results point to the multidimensional character of the process of evaluating remuneration. Its assessment is significantly influenced by distributive, procedural, and interpersonal aspects.

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Indyastuti, Devani Laksmi. "THE RELATIONSHIP BETWEEN PERCEPTION OF AUTONOMY SUPPORT AND PERCEPTION OF INTERPERSONAL, PROCEDURAL JUSTICE." Jurnal Manajemen dan Pemasaran Jasa 10, no. 2 (2018): 281. http://dx.doi.org/10.25105/jmpj.v10i2.2295.

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<p><em>Previous studies have a little attention on the impact of perceived autonomy support on the justice. This study examines the </em><em>impact of perceived </em><em>autonomy support </em><em>from supervisor </em><em>and </em><em>from environment toward perceived procedural </em><em>justice </em><em>and interpersonal justice. </em><em>Based on self interest model and basic need theory, this study hypothesized that individual’s perception of autonomy </em><em>supported<

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Halbusi, Hussam Al, and Mohammad Alshallaqi. "Fostering justice and ethical climate in the workplace: Leader???follower value congruence perspectives." Social Behavior and Personality: an international journal 52, no. 6 (2024): 1–13. http://dx.doi.org/10.2224/sbp.13091.

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This study focused on the relationships between organizational justice dimensions (distributive, procedural, interpersonal, and informational) and employee ethical behavior through the mediator of ethical climate. We found that in a sample of 271 Iraqi employees, all four justice dimensions had a positive effect on employee ethical behavior. This impact was mediated by ethical climate, meaning that ethical climate plays a role in how the four justice dimensions affect employee ethical behavior. The impact of the justice dimension types on employee ethical behavior was stronger when leader???fo

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Bhatti, Omar Khalid. "Examining the multifaceted nature of organizational justice: An integrated analysis using factor analysis and artificial neural networks." Business & Management Studies: An International Journal 12, no. 1 (2024): 198–217. http://dx.doi.org/10.15295/bmij.v12i1.2367.

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The study seeks to explore a composite model of organizational justice through the integration of exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and an artificial neural network (ANN). The inquiry consists of three separate phases. At first, the Delphi technique identifies various elements that make up organizational justice. Following this, the dimensions are subjected to EFA to reveal the underlying factorial structure of the concept. In the last phase, the identified factors are validated through Confirmatory Factor Analysis (CFA) and then prioritized using an Artifi

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Hadi, Syamsul, Heru Kurnianto Tjahjono, Zainal Mustafa El Qadri, and Wisnu Prajogo. "The Influence of Organizational Justice and Positive Organizational Behavior: Systematic Review and Call for Future Research." Journal of Social Sciences Research, no. 61 (January 5, 2020): 67–84. http://dx.doi.org/10.32861/jssr.61.67.84.

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This paper aims to focus on research configuration and to create a conceptual framework on the influence of salience oforganizational justice (OJ) dimension and salience of positive organizational behavior (POB) based on 5.530 articles from the Digital library. The method used in this study is a systematic review covering OJ and POB publications from the 2011up to 2019. This is the first paper to jointly analyze the influence of OJ and POB using systematic review method, which may enrich academic discussion. Findings: Distributive and procedural justice has the most weighted of evidence in inf

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