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Journal articles on the topic 'Justice in the workplace'

Author: Grafiati

Published: 11 December 2022

Last updated: 31 July 2025

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1

Barinua, Victor (Ph.D), and Aghedo Godwin Ogbeide. "Organizational Justice and Workplace Harmony." Research Journal of Management Practice 4, no. 9 (2024): 55–71. https://doi.org/10.5281/zenodo.14211871.

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<em>Organizational justice has been a major factor for improving organizational performance. Hence, the present study examined how organizational justice enhances workplace harmony. The study adopted three dimensions of organizational justice (procedural, distributive and interactional justice) and discussed them on how they enhance workplace harmony. The study also adopted equity theory that promotes fairness in the workplace. Based on the review of related literature, the study found that the three dimensions of organizational justice improve workplace harmony when management displays fairne

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Wheeler, Hoyt N., Brian S. Klaas, and Douglas M. Mahony. "Workplace Justice Without Unions." Employment Research 12, no. 1 (2005): 5–6. http://dx.doi.org/10.17848/1075-8445.12(1)-2.

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3

Barrett, Edward. "Justice in the workplace?" Personnel Review 28, no. 4 (1999): 307–18. http://dx.doi.org/10.1108/00483489910273633.

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Meindl, Jim, and Herman Steensma. "Justice in the workplace." Social Justice Research 7, no. 3 (1994): 189–95. http://dx.doi.org/10.1007/bf02334830.

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Enoksen, Elisabeth. "Perceived discrimination against immigrants in the workplace." Equality, Diversity and Inclusion: An International Journal 35, no. 2 (2016): 66–80. http://dx.doi.org/10.1108/edi-07-2015-0058.

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Purpose – The purpose of this paper is to examine how perceptions of organizational justice and social-focussed personal values influence perceived discrimination against immigrants in the workplace. Design/methodology/approach – A sample of 224 employees of a mental health clinic in Norway completed Schwartz’s Portrait Values Questionnaire that measures personal values, Colquitt’s Organizational Justice Scale, and scale measuring perceived discrimination against immigrant in the workplace. Findings – Perceived organizational justice and the social-focussed value universalism contributed signi

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Hsu, Fu-Sung, Yuan-an Liu, and Sheng-Hshiung Tsaur. "The impact of workplace bullying on hotel employees’ well-being." International Journal of Contemporary Hospitality Management 31, no. 4 (2019): 1702–19. http://dx.doi.org/10.1108/ijchm-04-2018-0330.

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PurposeThe purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.Design/methodology/approachThe research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.FindingsThe study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-b

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Aslam, Muhammad, Abdul Qayyum, and Muhammad Sarwar. "An Exploration of Distributive and Interactional Justice as Predictors of Workplace Spirituality of School Teachers." Review of Education, Administration & Law 5, no. 2 (2022): 99–108. http://dx.doi.org/10.47067/real.v5i2.222.

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Fairness is essential factor that increase the workplace spirituality of teachers at workplace. This study is aim to exploration of distributive and interactional justice as predictors of workplace spirituality of school teachers in Pakistani context. This study was a quantitative research and causal-comparative research design was applied. The respondents of this study were 760 (405 male and 355 female) teachers of schools. According to purpose of this study and review of related literature distributive justice and interactional justice scales and Workplace Spirituality Scale (WPS) were used

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Montague, Phillip. "Comparative Justice in the Workplace." Business and Professional Ethics Journal 16, no. 4 (1997): 3–18. http://dx.doi.org/10.5840/bpej199716417.

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Declan Owens. "Fast food poisons workplace justice." Socialist Lawyer, no. 74 (2016): 16. http://dx.doi.org/10.13169/socialistlawyer.74.0016.

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10

Folger, Robert. "Workplace justice and employee worth." Social Justice Research 7, no. 3 (1994): 225–40. http://dx.doi.org/10.1007/bf02334832.

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11

Hsieh, Nien-hê. "Rawlsian Justice and Workplace Republicanism." Social Theory and Practice 31, no. 1 (2005): 115–42. http://dx.doi.org/10.5840/soctheorpract20053116.

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12

Raber, Marie J., and Sister Ann Patrick Conrda. "Distributive Justice in the Workplace." Social Thought 19, no. 1 (1999): 15–28. http://dx.doi.org/10.1300/j131v19n01_02.

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13

Cole, Nina. "Workplace Romance: A Justice Analysis." Journal of Business and Psychology 24, no. 4 (2009): 363–72. http://dx.doi.org/10.1007/s10869-009-9117-1.

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14

Shrusti, Mulgund. "Importance of Distributive Justice, Procedural Justice and Fairness in Workplace." International Journal of Management and Humanities (IJMH) 8, no. 6 (2022): 1–6. https://doi.org/10.35940/ijmh.F1419.018622.

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Employees are an important asset to any organization. Their dedication, hard work and commitment play a vital part in the success of an organization. If employees are expected to give their best at work and be efficient at the optimum level, then they need to be treated fairly, equally and with respect. The main objective of this research is to study and understand Distributive Justice, Procedural Justice and Fairness at workplace and to study its impact on the efficiency of the employees. Distributive and Procedural Justice have an impact in all kinds of institutions, such as hospitals, educa

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15

SIMMERS, CLAIRE A., and ADELA J. McMURRAY. "ORGANISATIONAL JUSTICE AND MANAGING WORKPLACE INNOVATION: HOW IMPORTANT ARE FORMAL PROCEDURES?" International Journal of Innovation Management 23, no. 03 (2019): 1950026. http://dx.doi.org/10.1142/s1363919619500269.

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Few studies examine organisational justice and innovation simultaneously within workplace settings. Thus, the purpose of our study was to investigate the impact of organisational justice on workplace innovation. We tested the three dimensions of organisational justice (distributive, procedural and interactional) and the four dimensions of workplace innovation (individual, team, organisational and overall climate for innovation) across multiple industry contexts. The sample comprised 282 individuals employed in a variety of industries based in the United States. The Structural Equation Modellin

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Abbasi, Ali, Wan Khairuzzaman Wan Ismail, Fatemeh Baradari, Qasim Zureigat, and Fakhrul Zaman Abdullah. "Can organizational justice and organizational citizenship behavior reduce workplace deviance?" Intangible Capital 18, no. 1 (2022): 78. http://dx.doi.org/10.3926/ic.1816.

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Purpose: This manuscript investigates the impact of organizational justice on organizational citizenship behaviour and workplace deviance and examines the mediator effect of organizational citizenship behaviour between organizational justice and workplace deviance.Design/methodology/approach: This study utilizes a quantitative method to investigate four hypotheses using PLS3-SEM on 185 respondents from five research universities in Malaysia.Findings: Findings of this study reveal the positive impact of organizational justice on organizational citizenship behaviour and the negative effects of o

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Sabbath, Erika L. "The Workplace, Social Work, and Social Justice: Framing an Emerging Research and Practice Agenda." Social Work 64, no. 4 (2019): 293–300. http://dx.doi.org/10.1093/sw/swz031.

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Abstract Protecting the health and well-being of workers naturally aligns with the social work mission to advance human dignity. The workplace can both create and perpetuate health disparities by shaping health and well-being at multiple levels and in socially patterned ways. Yet workplace issues are rarely on social work research and practice agendas. This article serves as a call to action for social work, as a discipline, to engage with the workplace as a means of advancing the field's core values. It first provides evidence for why engagement with workplaces is critical for advancing socia

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Magdalena, Ayu, Praptini Yulianti, and Muh Asrori Afandi. "Sales Performance dan Faktor yang Mempengaruhinya." BALANCE: Economic, Business, Management and Accounting Journal 18, no. 2 (2021): 22. http://dx.doi.org/10.30651/blc.v18i2.7111.

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This study aims to determine the effect of organizational justice, intrafirm competition, and salesperson organization fit on salesperson deviance workplace behavior and their impact on sales performance. This study uses a quantitative approach, with the method of collecting data through a questionnaire. The number of samples in this study was 108 employees. The analysis technique used is Partial Least Square (PLS). This study indicates that (1) organizational justice and intrafirm competition have a negative and significant effect on deviance workplace behavior. (2) intrafirm competition has

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Sobering, Katherine. "Working for Justice in Argentina." Contexts 20, no. 1 (2021): 52–57. http://dx.doi.org/10.1177/1536504221997870.

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Worker-recuperated businesses, like the Hotel Bauen highlighted in this essay, are organizations that were closed by their private owners, occupied by their workers, and restarted as cooperatives. As the author learned over the course of her fieldwork, many were established not only to save jobs, but also to create better jobs. Studies of workplaces in the Global North often detail how workplace policies can lessen the degree or severity of unequal treatment. But some organizations guided by principles of democracy, justice, and self-management take a more radical approach: to actively promote

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Hashish, Ebtsam Aly Abou. "Nurses’ perception of organizational justice and its relationship to their workplace deviance." Nursing Ethics 27, no. 1 (2019): 273–88. http://dx.doi.org/10.1177/0969733019834978.

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Background: Today, healthcare organizations are challenged to retain nurses’ generation and to maintain justice that is a predictor of nurses’ behaviors in their work environment. Acquiring knowledge about the level of organizational justice and workplace deviance could help in identifying factors amenable for change that can make a difference in enhancing nurses’ dedication and loyalty to their organizations. Aim: The aim of this study was to investigate nurses’ perception of organisational justice and workplace deviance in their hospital, and to determine the relationship between perceived o

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Zaman, Fakhar, Hafiza Munam Zarish, and Sofia Safder. "DOES THE RECIPROCAL RELATIONSHIP OF THE WORKPLACE BULLING AND ORGANIZATIONAL JUSTICE IN BANKS OF LAHORE?" DECEMBER 01, no. 02 (2020): 221–33. http://dx.doi.org/10.53664/jsrd/01-02-2020-10-221-233.

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The purpose of this study is to examine relationship of workplace bullying and organizational justice in banking sector, Lahore. Research concentrated on workplace bullying and its 5 dimensions and organizational justice and its 4 dimensions. Banking sector chooses to conduct this current study. Simple random sampling technique was applied to choose 300 respondents from 28 banks situated in Lahore (Pakistan). The organizational justice and workplace bulling both has reciprocal impact on each other. The organizational justice has more prominent impact on workplace bulling as compare the impact

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Raza, Mohsin, Sadaf Khan, and Salman Khalid. "Influence of Ethical Climate, Workplace Spirituality and Organizational Justice on Workplace Deviant Behavior: A Mediating Role of Organizational Citizenship Behavior." Journal of Policy Research 9, no. 2 (2023): 883–900. http://dx.doi.org/10.61506/02.00033.

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This research investigates the intricate relationships among ethical climate, workplace spirituality, organizational justice, organizational citizenship behavior (OCB), and workplace deviant behavior within the context of higher education institutions in Pakistan. The study proposes and tests a comprehensive model, exploring direct relationships and the mediating role of OCB. The hypotheses posit significant associations between ethical climate, workplace spirituality, organizational justice, and both organizational citizenship behavior and workplace deviant behavior. Furthermore, the research

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Diab, Gehan Mohamed Abd El-Hamed, and Sohair Mabrouk Mohamed. "Organizational justice and workplace spirituality: Their relation to organizational silence behavior among nurses." Clinical Nursing Studies 8, no. 4 (2020): 45. http://dx.doi.org/10.5430/cns.v8n4p45.

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Background: Justice and its implementation are one of the fundamental and innate needs of the human. Employees’ exhibit higher levels of performance, loyalty, act more than their job descriptions when they are treated fairly at the workplace. Organizational injustice negatively affects organizational silence in the workplace and using the workplace spirituality technique decreases this negative effect.Aim: To assess the relation of organizational justice and workplace spirituality with organizational silence behavior among nurses.Methods: Design: A descriptive correlational research design. Se

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Chin, Weishan, Yue-Liang Leon Guo, Yu-Ju Hung, Yueh-Tzu Hsieh, Li-Jie Wang, and Judith Shu-Chu Shiao. "Workplace justice and intention to leave the nursing profession." Nursing Ethics 26, no. 1 (2017): 307–19. http://dx.doi.org/10.1177/0969733016687160.

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Background: Poor psychosocial work environments are considered critical factors of nurses’ intention to leave their profession. Workplace injustice has been proven to increase the incidence of psychiatric morbidity among workers. However, few studies have directly investigated the effect of workplace justice on nurses’ intention to leave their profession and the population attributable risk among nurses. Objective: This study identified factors associated with workplace justice and nurses’ intention to leave the profession. Method: A cross-sectional survey was conducted using a self-administer

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De Arment-Donohue, Danielle. "“Unreasonable” Bodies: Thinking Beyond Accommodation in Workplace Lactation Law and Policy." Technical Communication 71, no. 1 (2024): 37–50. http://dx.doi.org/10.55177/tc884289.

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Purpose: This article investigates why workplace lactation law, guidance, and policy may fail to support women. It examines the epistemological and ethical bases of technical communication governing Virginia K???12 teachers and considers complex material conditions and opportunities for social justice intervention.Method: I employed a qualitative critical discourse analysis of three Virginia codes governing workplace lactation and one state human resources guidance document, examining their interaction with the Federal Labor Standards Act and 10 local school district policies. I drew on Techni

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Murat, Dilek, Serpil Aytac, and Julian Bondy. "Workplace Wellbeing Among Justice Department Staff." Australian and New Zealand Journal of Organisational Psychology 4 (April 1, 2011): 20–25. http://dx.doi.org/10.1375/ajop.4.1.20.

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AbstractThe aim of this study is to determine the factors that affect the wellbeing at work of a particular group within the Victorian public sector: those who are directly responsible for the delivery of justice to offenders, namely corrections officers. Corrections staff, as front-line workers in the corrections system, have an important role in the rehabilitation and reintegration of offenders. The study is based on data from The People Matter Survey 2005 that sought to measure Victorian public sector employees' perceptions of how well the public sector values and employment principles were

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Introna, Lucas D. "Workplace surveillance, privacy and distributive justice." ACM SIGCAS Computers and Society 30, no. 4 (2000): 33–39. http://dx.doi.org/10.1145/572260.572267.

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VIRTANEN, MARIANNA, and MARKO ELOVAINIO. "Justice at the Workplace: A Review." Cambridge Quarterly of Healthcare Ethics 27, no. 2 (2018): 306–15. http://dx.doi.org/10.1017/s0963180117000639.

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Abstract:Modern work life is characterized by constant change, reorganizations, and requirements of efficiency, which make the distribution of resources and obligations, as well as justice in decisionmaking, highly important. In the work life context, it is a question not only of distributing resources and obligations, but also of the procedures and rules that guide the decisionmaking in the organization. Studies of these rules and procedures have provided the basis for a new line of research that evaluates leadership and social relationships in working communities; that is, distributive, proc

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Eka Frasani, Oktaviany, Asep Gunawan, and Dadang Priyono. "Moderation of Self-Regulatory Efficacy between Leader-Member Exchange and Procedural Justice on Workplace Deviance Behavior at Perum BULOG West Java Region." Jurnal Ekuisci 1, no. 4 (2024): 182–92. http://dx.doi.org/10.62885/ekuisci.v1i4.222.

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This study analyzes whether self-regulatory efficacy moderates the correlation between leader-member exchange and procedural justice on workplace deviance behavior. Based on resource allocation theory and cognitive social theory, this study examines the effects of self-regulatory efficacy of leader-member exchange and procedural justice on the deviant behavior of 155 employees at Perum BULOG, West Java Region. Researchers did not find a significant correlation between leader-member exchange and workplace deviance behavior. Similarly, the results show that procedural justice does not correlate

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Rafiee, Mohsen, Reza Hoveida, and Saeid Rajaeipoor. "The Relationship of the Deviant Workplace Behavior with the Organizational Justice and Staff Development in the Universities of Tehran." International Journal of Human Resource Studies 5, no. 1 (2015): 126. http://dx.doi.org/10.5296/ijhrs.v5i1.7075.

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The present study aims at investigating the relationship of the deviant workplace behavior with the organizational justice and staff development in the universities of Tehran. The descriptive-correlational research method has been used, while the data analysis has relied on the correlation and regression analysis. The research population has comprised of the all staff of the selected universities in Tehran. Sampling has been conducted through stratified random method, which resulted in a sample with 326 participants. In order to measure the deviant workplace behavior and staff development, two

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Hsieh, Ching-Mei, Sheryl Chen, Tsu-Te Peng, Po-Han Chen, Albert Chen, and Chieh-Jan Chen. "The relationship between workplace justice and self-evaluated nonfatal occupational accidents among healthcare employees in Taiwan: An observational study." Medicine 103, no. 32 (2024): e39215. http://dx.doi.org/10.1097/md.0000000000039215.

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The relationship between workplace justice and nonfatal occupational accidents in a single-payer healthcare system has rarely been explored. As countries strive to achieve and sustain universal health coverage, healthcare workers’ occupational safety and health require greater concerns. We used the data from a national survey conducted on randomly sampled Taiwanese workers. One hundred forty eight males and 567 females, with a total of 715 healthcare workers aged 20 to 65, were analyzed. The workplace scale consisted of 4 subcomponents, including distributive justice, interpersonal justice, in

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Sharma, Praveen Kumar, and Rajeev Kumra. "Relationship between workplace spirituality, organizational justice and mental health: mediation role of employee engagement." Journal of Advances in Management Research 17, no. 5 (2020): 627–50. http://dx.doi.org/10.1108/jamr-01-2020-0007.

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PurposeWorkplace spirituality is presently a prominent research topic and is gaining recognition and importance among industry professionals and academicians. Workplace spirituality is defined as a sense of community, meaningful work and organizational values. The purpose of this research paper is to investigate the relationship between workplace spirituality and mental health, wherein employee engagement is considered as a mediator. Furthermore, this study examines the mediating role of employee engagement in the relationship between organizational justice and mental health.Design/methodology

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Malhotra, Nidhi, and Rashmi Aggarwal. "The Mediating Roles of Transformational Leadership and Workplace Gossip on The Relationship Between Organizational Justice and Organizational Virtuousness." International Research Journal of Multidisciplinary Scope 05, no. 02 (2024): 82–94. http://dx.doi.org/10.47857/irjms.2024.v05i02.0298.

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The purpose of this study is to examine direct and indirect effects of organisational justice on morale and virtuousness through transformational leadership and workplace gossip. An online questionnaire was used to purposively sample 385 participants from the pharmaceutical manufacturing industry in India for this study. Important predictors of organisational virtue were identified, including workplace gossip, transformational leadership, and organisational justice. The results of the study showed a strong correlation between virtue and organisational justice. Three significant additions are r

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Medina-Craven, Michele N., and Kathryn Ostermeier. "Investigating justice and bullying among healthcare workers." Employee Relations: The International Journal 43, no. 1 (2020): 31–44. http://dx.doi.org/10.1108/er-04-2019-0195.

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PurposeThe purpose of this paper is to explore the relationships between workplace bullying, organizational justice dimensions and intentions to leave. The authors posit that workplace bullying is positively related to intentions to leave, and that this effect is transmitted through lower justice perceptions.Design/methodology/approachThe authors surveyed 146 healthcare workers, using factor analysis and the Preacher and Hayes (2008) PROCESS macro to test their hypotheses.FindingsThe study results indicate that workplace bullying is positively associated with intentions to leave. This effect i

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Unal, Ali, and Aysel Ates. "Mediating role of Organizational learning mechanisms in teacher behavior." Research in Pedagogy 12, no. 1 (2022): 45–59. http://dx.doi.org/10.5937/istrped2201045u.

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The research determined the effect of teachers' organizational justice perceptions on organizational learning mechanisms, organizational cynicism, and deviant workplace behaviors. Linear regression analysis was performed to determine the effect of organizational justice perception on other variables and the Sobel test was used to test the mediating role of organizational learning mechanisms. The perception of organizational justice perception has a significant effect on organizational learning mechanisms, organizational cynicism, and deviant workplace behaviors. There is a full mediation role

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Venkata, Mrudula Bhimavarapu, Kanoujiya Jagjeevan, and Shailesh Rastogi Dr. "An Impact of Default Risk and Promoters' Holding on the Dividend Policy in the Firms in India: Evidence using Panel Data." International Journal of Management and Humanities (IJMH) 8, no. 6 (2022): 12–18. https://doi.org/10.35940/ijmh.F14200.018622.

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<strong>Abstract: </strong>Employees are an important asset to any organization. Their dedication, hard work and commitment play a vital part in the success of an organization. If employees are expected to give their best at work and be efficient at the optimum level, then they need to be treated fairly, equally and with respect. The main objective of this research is to study and understand Distributive Justice, Procedural Justice and Fairness at workplace and to study its impact on the efficiency of the employees. Distributive and Procedural Justice have an impact in all kinds of institution

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Dr Sunil Kumar R, Mrs. Chithra N, Dr Gururaj B Urs, Dr Kumuda P R, and Dr Kiran Kumar Thoti, A Jonitha. "Mediating Influence of Organizational Justice on the Relationship between Work Environment and Work Engagement." Economic Sciences 21, no. 1 (2025): 227–45. https://doi.org/10.69889/ap6e7m93.

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The purpose of this article is to put a model that looks at how organizational justice mediates the connection between engagement and the work environment to the test. Workers' opinions of their workplace are greatly impacted by their understanding of organizational justice. Nevertheless, there is a dearth of literature on organizational justice's causes and effects, especially as it relates to the mediating role it plays between the work environment and employee engagement in firms operating in India's service sector. This study aims to fill that void by studying the relationship between orga

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Bhandesa, Wawan Mahajana, and I. Made Artha Wibawa. "role of job satisfaction and job stress in mediate the effect of organizational justice on deviant behavior in the workplace." International research journal of management, IT and social sciences 9, no. 4 (2022): 639–55. http://dx.doi.org/10.21744/irjmis.v9n4.2145.

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Workplace deviant behavior is the behavior of members of the organization that is not in accordance with the rules or norms, general habits that serve as guidelines in the organization that have a negative impact on the organization and/or members of the organization. This study aims to determine the role of job satisfaction and job stress in mediating effect of organizational justice on workplace deviant behavior. This research was conducted on government employees in Udayana University with a sample of 106 employees. The samples were collected by using proportionate random sampling. Data wer

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Opie, Tina, and Laura Morgan Roberts. "Do black lives really matter in the workplace? Restorative justice as a means to reclaim humanity." Equality, Diversity and Inclusion: An International Journal 36, no. 8 (2017): 707–19. http://dx.doi.org/10.1108/edi-07-2017-0149.

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Purpose Overwhelming evidence suggests that black lives have not and do not matter in the American workplace. In fact, disturbing themes of black labor dehumanization, exploitation and racial discrimination appear throughout history into the present-day workplace. Yet, curiously, organizations and organizational scholars largely ignore how racism and slavery have informed management practice (Cooke, 2003) and contemporary workplace racism. The authors address this gap, using the Black Lives Matter (BLM) movement as a platform. BLM is a social justice movement created in response to the pervasi

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Neall, Annabelle M., Yiqiong Li, and Michelle R. Tuckey. "Organizational Justice and Workplace Bullying: Lessons Learned from Externally Referred Complaints and Investigations." Societies 11, no. 4 (2021): 143. http://dx.doi.org/10.3390/soc11040143.

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Workplace bullying is a serious psychosocial risk which, when poorly managed, results in detrimental outcomes for individuals, organizations, and society. Some of the most common strategies for addressing bullying within the workplace centre on attempts to document and contextualise the bullying situation—that is, the internal complaint and investigation process. Scholarly inquiries of these investigative mechanisms, however, are limited, and most have neglected the influence of organisational justice as an underpinning mechanism in explaining complainant dissatisfaction. Using evidence from 2

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Mapuranga, Miston, Eugine Tafadzwa Maziriri, Tarisai Fritz Rukuni, and Thobekani Lose. "Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers." Journal of Risk and Financial Management 14, no. 7 (2021): 306. http://dx.doi.org/10.3390/jrfm14070306.

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In Southern Africa, employees play a critical role in the growth of small and medium enterprises (SMEs). As a result, SMEs’ effectiveness depends on the presence of virtuous workplace spirituality and procedural justice, which affects work locus of control, employee job satisfaction, and employee organisational commitment. The researchers looked at how work locus of control, employee job satisfaction, and employee organisational commitment were influenced by workplace spirituality and procedural justice among SME employees in Harare, Zimbabwe. The study data was quantitatively analysed. Accord

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von, Feigenblatt Otto, Dennis Calderon Reginald, and MacDonald Theodore. "The Case for an Eclectic and Flexible Leadership Research Agenda: Dealing with Social Justice and Diversity in the 21st Century Workplace." Centro Sur 6, no. 1 (2022): 130–41. https://doi.org/10.5281/zenodo.5838177.

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The workplace is becoming increasingly diverse and therefore issues of social justice and inclusion have rise to the top of the list of concerns of many management teams. Nevertheless many managers find themselves at a loss in terms of understanding the implications of the international concern on issues of social justice. A holistic approach to diversity and social justice in the workplace requires an applied anthropological perspective as well as an interdisciplinary perspective. The present paper argues that managers and leaders in general can borrow some very simple and useful techniques f

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Paul, Gregory D. "Paradoxes of Restorative Justice in the Workplace." Management Communication Quarterly 31, no. 3 (2017): 380–408. http://dx.doi.org/10.1177/0893318916681512.

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Proponents of restorative justice argue that restorative practices are more effective than legalistic practices at addressing detrimental personal and relational outcomes of hurtful behavior. Following this thinking, researchers have argued that restorative justice offers the promise of constructive outcomes in the workplace as well. Yet, when adapted into workplace policies and norms, the potential exists for the use of restorative practices paradoxically to reinforce legalistic organizing structures and practices. Based on interviews with employees at an organization that codified and promot

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Zhilla, Eralda, Arjana Muçaj, and Blerina Hoti. "Perceived justice at workplace and organizational commitment." Management 25 (November 27, 2020): 81–94. http://dx.doi.org/10.30924/mjcmi.25.s.7.

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The aim of this study is to investigate the relationship between the employees’ perception of justice at the workplace, in relation to the organizational commitment. The study was carried out in Kosovo and its findings contribute to the service industry, being the most developed in that region. This especially applies to the banking sector, which is still in a transitional phase in Kosovo, with the potential benefit, in terms of better qualification of the staff. The data is collected from a sample of 256 participants, mainly from the banking sector (N=148), but also other sectors, such as the

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DALTON, DAN R., and WILLIAM D. TODOR. "GENDER AND WORKPLACE JUSTICE: A FIELD ASSESSMENT." Personnel Psychology 38, no. 1 (1985): 133–51. http://dx.doi.org/10.1111/j.1744-6570.1985.tb00545.x.

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Dolder, C. "The Contribution of Mediation to Workplace Justice." Industrial Law Journal 33, no. 4 (2004): 320–42. http://dx.doi.org/10.1093/ilj/33.4.320.

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Folger, Robert. "Distributive and procedural justice in the workplace." Social Justice Research 1, no. 2 (1987): 143–59. http://dx.doi.org/10.1007/bf01048013.

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Vogt, Jeffrey S. "The Arc Bends Increasingly toward Workplace Justice." International Labor Rights Case Law 3, no. 1 (2017): 63–67. http://dx.doi.org/10.1163/24056901-00301011.

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Chen, Katherine K. "Justice in the Workplace: Overcoming Ethical Dilemmas." Contemporary Sociology: A Journal of Reviews 52, no. 4 (2023): 332–33. http://dx.doi.org/10.1177/00943061231181317i.

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Kakavand, Benjamin, Jean-Pierre Neveu, and Aria Teimourzadeh. "Workplace corruption: a resource conservation perspective." Personnel Review 49, no. 1 (2019): 250–64. http://dx.doi.org/10.1108/pr-08-2018-0303.

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Purpose The purpose of this paper is to provide elements for human resource management to better understand workplace corruption in order to prevent and to manage corrupt behaviors at work. Design/methodology/approach In this study, a quantitative research methodology (n=575) is used; the sample is selected from French public sector employees. Multiple regression analysis assesses the impact on corrupt behaviors (e.g. bribary and property deviance) of selected determinant psychological resources (e.g. powerlessness, distributive and procedural justice and sense of mastery). Findings Main resul

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