Relevant bibliographies by topics / Organizational Fairness

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organizational Fairness'

Author: Grafiati
Published: 2 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Organizational Fairness"

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Venkatesh, Sudheesh, and Vishnupriya Bose. "Organizational Fairness." NHRD Network Journal 7, no. 4 (2014): 38–42. http://dx.doi.org/10.1177/0974173920140405.

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Saha, Smita. "Organizational Fairness in practice." NHRD Network Journal 7, no. 4 (2014): 65–69. http://dx.doi.org/10.1177/0974173920140409.

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Deenadayalan, S. "Organizational Fairness and HR." NHRD Network Journal 7, no. 4 (2014): 70–76. http://dx.doi.org/10.1177/0974173920140410.

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Suwinci, Ni Ketut Rai Surasmi. "Influence of Leadership and Organization Climate to Organizational Fairness and Employee Engagement." Journal of Advanced Research in Dynamical and Control Systems 12, SP8 (2020): 173–86. http://dx.doi.org/10.5373/jardcs/v12sp8/20202513.

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Luo, Mingru. "The influence of organizational fairness on organizational identification: the regulatory role of moral identity and the mediating role of organization-based self-esteem." Advances in Education, Humanities and Social Science Research 7, no. 1 (2023): 1. http://dx.doi.org/10.56028/aehssr.7.1.1.2023.

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Based on the Group Engagement Model and Self-consistent Theory, this paper explores the mechanism of the influence of organizational fairness on organizational identification based on a moral fairness perspective, with organization-based self-esteem as the mediator and moral identity as the moderator, based on a moderated mediator model. Through 533 questionnaires, the findings show that: (1) organizational fairness positively influences organizational identification and organization-based self-esteem mediates between the two; (2) moral identity positively moderates the influence of organizati
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Min, Kyoung Ryoul, and Dong Sook Han. "A study on the impact of personnel fairness on organizational commitment and turnover intention of organizational members." Korea Association for Corruption Studies 29, no. 1 (2024): 169–86. http://dx.doi.org/10.52663/kcsr.2024.29.1.169.

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With the emphasis on fairness issues, the importance of fairness in personnel management for public servants is increasing. We examined the level of fairness in personnel management, from recruitment for public service to promotion, staffing, workload, and evaluation, and explored how fairness in personnel management affects organizational commitment and turnover intentions. Analyzing the results, firstly, the level of fairness in recruitment was the highest, and workload was the lowest. Secondly, perceived fairness in recruitment, promotion, workload, and evaluation positively influenced orga
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SV, Nathan. "Organizational Fairness: Perceptions and Practices." NHRD Network Journal 7, no. 4 (2014): 30–37. http://dx.doi.org/10.1177/0974173920140404.

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Choi, Kang-Jin, and Soon-Bok Hong. "The Study on Effect of the Fairness of Performance-Based Pay on Organizational Commitment and Turnover Intention and Moderating Effect of Generational Differences." Global Convergence Research Academy 4, no. 1 (2025): 60–79. https://doi.org/10.57199/jgcr.2025.4.1.60.

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The purpose of this study is to analyze the effect of fairness of performance-based on organizational commitment and turnover intention, and to investigate the moderating effect of generational differences between the MZ generation and the older generation on this relationship. Based on the survey data of 387 workers at distribution companies located in Busan and Yeongnam, the hypothesis was verified using multiple regression analysis and Process macro (Model 1) using SPSS 29.0 and SPSS Macro 3.4. The main results are as follows. First, among the sub-factors of performance-based pay fairness,
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Tegar Hidayat, Tegar Hidayat, Didik Subiyanto, and Epsilandri Septyarini. "Influence Of Organizational Fairness, Organizational Culture and Job Satisfaction On Organizational Commitment." Journal of Business and Management Review 5, no. 7 (2024): 536–52. http://dx.doi.org/10.47153/jbmr.v5i7.1023.

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Research Aims: This study aims to analyze the effect of organizational justice, organizational culture, and job satisfaction on organizational commitment among community members of Kampung Batik Giriloyo, Wukirsari, Bantul, DIY. Design/methodology/approach: This study is a quantitative research, by examining the cause-and-effect relationship of the variables Organizational Justice, Organizational Culture, Job Satisfaction, and Organizational Commitment, with 42 respondents. Data was collected using a questionnaire using a Likert scale of 1 to 5, where 1 indicated "strongly disagree" and 5 indi
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Afshar Jahanshahi, Asghar, Milagros Isabel Mendoza Rivas, and Alberto Yony Quiroz Castillo. "The Outcomes of Organizational Fairness among Precarious Workers: The Critical Role of Anomie at the Work." Human Behavior and Emerging Technologies 2022 (July 8, 2022): 1–12. http://dx.doi.org/10.1155/2022/1288273.

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Precarious workers usually have some of the most unstable working conditions in any country. In this research, we firstly investigated the influence of organizational fairness on the emotional exhaustion and leave intentions of Peruvian precarious workers. Then, we tested the mediating role of anomie at work in the relationship between organizational fairness and the emotional exhaustion and leave intentions of precarious workers. To identify the impact of organizational fairness on these workers, we conducted a cross-sectional survey among 206 precarious workers in Peru. Our results showed th
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Dissertations / Theses on the topic "Organizational Fairness"

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Liao-Holbrook, Fangyi. "Integrating Leader Fairness and Leader-Member Exchange in Predicting Work Engagement: A Contingency Approach." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/924.

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Growing research attention has been devoted to understanding the implications of work engagement with an emphasis on its motivational mechanism linking its antecedents to consequences. Findings from such research efforts could inform intervention efforts. Integrating organizational justice theories within the leadership framework, this study examined the effects of supervisory interactional justice and supervisory procedural justice on subordinates' work engagement. Based on survey responses from 352 Chinese employees collected at two time points with three months in-between, moderated regress
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Warley, John. "The selection of computer programmers : an assessment of fairness." Master's thesis, University of Cape Town, 1990. http://hdl.handle.net/11427/15979.

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Bibliography: pages 87-91.<br>The shortage of skilled computer staff in South Africa has reached critical proportions. Not only is commerce unable to recruit enough manpower with the required experience and expertise, they are also posed with the problem of high turnover and remunerating a small number of people in excess of their market value. In contrast to this phenomena, South Africa has a vastly under-utilised "other than "white" population of Matriculants and Technikon diplomates. It is hypothesised that the skilled shortage in computer programming could be overcome if more applicants ou
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Nason, Emily Mung-lam. "Uncertainty and fairness judgments the role of information ambiguity /." Diss., Restricted to subscribing institutions, 2008. http://proquest.umi.com/pqdweb?did=1779690151&sid=7&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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Phillips, Robert. "Stakeholder theory, organizational ethics & a principle of stakeholder fairness." Full text available online (restricted access), 1997. http://images.lib.monash.edu.au/ts/theses/Phillips.pdf.

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Diaz, Alicia Alina. "Attributional fairness theory : the cognitive precursors of organizational justice judgments /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486402957197436.

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Zhu, Miaomiao [Verfasser]. "Where Should Fairness Judgment Be Anchored? : Fairness as a Decision Heuristic for Achieving Inter-organizational Compliance / Miaomiao Zhu." Berlin : Freie Universität Berlin, 2014. http://d-nb.info/105365376X/34.

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McGonigle, Timothy Philip. "Investigating the Development of a Global Measure of Organizational Justice." Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/26953.

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Organizational justice has been the source of a great deal of recent research attention and has consequently been linked to a number of organizationally-relevant constructs, including organizational citizenship behaviors (Moorman, 1991), employee theft (Greenberg, 1990a), organizational commitment (Tyler, 1991), turnover (Dailey & Kirk, 1992) and job performance (Gilliland, 1994). However, researchers' ability to integrate findings from these diverse contexts is currently limited by the absence of a standardized operationalization of the justice construct. To compound this problem, little rese
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Phillips, Debra. "Perceptions of Fairness of Discipline Events in the Work Place." TopSCHOLAR®, 2002. http://digitalcommons.wku.edu/theses/630.

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Employees are concerned with the fairness of organizational outcomes they receive and the fairness of the decision-making processes used to determine how these outcomes are allocated in accordance with organizational policies. The present study focused on the distributive justice and procedural justice outcomes of disciplinary actions in work place settings. This study assessed the effects of three levels of the severity of rule violation, severity of punishment, and decision-making processes utilized. The results indicated that conditions allowing participation in the decision-making process
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Pogson, Corrie E. "Identity and Inertia: Can Fairness Heuristics Be Changed?" University of Akron / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=akron1153169961.

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Wheeler, Pamela N. "An Examination of the Perceived Fairness of Pregnancy Leave Practices." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1534.

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As the number of women entering postsecondary education continues to increase (U.S. Bureau of Labor Statistics, 2014), universities will be tasked with ensuring that their pregnancy leave policies and practices are aligned with the principles of organizational justice. When organizations are aware of the perceptions of both decision makers and those affect by decisions, they are able to alter policies and practices in a way that promotes perceptions of fairness. The present study examines department head and faculty member perceptions of pregnancy leave practices in a university setting. This
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Books on the topic "Organizational Fairness"

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C, Thompson Richard, United States. Office of Aviation Medicine., and Civil Aeromedical Institute, eds. Organizational change: Effects of fairness perceptions on cynicism. U.S. Dept. of Transportation, Federal Aviation Administration, Office of Aviation Medicine, 1999.

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Sheppard, Blair H. Organizational justice: The search for fairness in the workplace. Lexington Books, 1992.

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Russell, Cropanzano, and Kacmar K. Michele, eds. Organizational politics, justice, and support: Managing the social climate of the workplace. Quorum Books, 1995.

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Jerald, Greenberg, and Cropanzano Russell, eds. Advances in organizational justice. Stanford University Press, 2001.

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Organ, Dennis W. Organizational citizenship behavior: The good soldier syndrome. Lexington Books, 1988.

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Stephen, Gilliland, ed. What motivates fairness in organizations? Information Age Pub., 2005.

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Canada. Secretary of State. Women's Programme., ed. Fairness in funding: Report on the Women's Program. The Committee, 1987.

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Russell, Cropanzano, ed. Justice in the workplace. L. Erlbaum Associates, 1993.

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Wagstaff, Adam. Measuring equity in health care financing: Reflections on and alternatives to the World Health Organization's fairness of financing index. World Bank, Development Research Group, Poverty and Human Resources and Human Development Network, Health, Nutrition, and Population Team, 2001.

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Programme, Canada Secretary of State Women's. Response to the Standing Committee on Secretary of State, Fairness in funding, report on the Women's Program. [s.n.], 1987.

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Book chapters on the topic "Organizational Fairness"

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Gray, Joanne. "Organizational Fairness." In Powering Workplace Proactivity. Routledge, 2025. https://doi.org/10.4324/9781003480693-9.

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Cohen, Aaron. "Organizational Justice." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_2.

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Cohen, Aaron. "Organizational Politics." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_3.

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Cohen, Aaron. "Organizational Trust." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_5.

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Bell, Chris M., and Kevin McKague. "Fairness, Uncertainty, Trust, and Benevolence." In Organizational Justice. Routledge, 2017. http://dx.doi.org/10.4324/9781315648194-9.

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Cohen, Aaron. "Beyond Organizational Justice: An Integrative Approach to Organizational Fairness." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_7.

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Cohen, Aaron. "Culture, Values, and Organizational Fairness." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_10.

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Cohen, Aaron. "The Conceptual Framework of Organizational Fairness." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_1.

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Cohen, Aaron. "An Integrative Approach to Organizational Justice." In Fairness in the Workplace. Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137524317_6.

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Herawati, Jajuk, Selamet Hartanto, and Tri Suparyanto. "Procedural Fairness, Organizational Commitment, Dan Organizational Citizenship Behavior." In Proceedings of the 1st International Conference on Management and Business (ICoMB 2022). Atlantis Press International BV, 2023. http://dx.doi.org/10.2991/978-94-6463-160-9_15.

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Conference papers on the topic "Organizational Fairness"

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Kristi, Yosseane, and Aryana Satrya. "Perceived Performance Management Fairness, Affective Organizational Commitment, and Burnout Towards Organizational Citizenship Behavior." In Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia. EAI, 2022. http://dx.doi.org/10.4108/eai.27-7-2021.2316848.

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Rakova, Bogdana, Rumman Chowdhury, and Jingying Yang. "Assessing the intersection of organizational structure and FAT* efforts within industry." In FAT* '20: Conference on Fairness, Accountability, and Transparency. ACM, 2020. http://dx.doi.org/10.1145/3351095.3375672.

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Kim, Jee Young, William Boag, Freya Gulamali, et al. "Organizational Governance of Emerging Technologies: AI Adoption in Healthcare." In FAccT '23: the 2023 ACM Conference on Fairness, Accountability, and Transparency. ACM, 2023. http://dx.doi.org/10.1145/3593013.3594089.

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Zhang, Lu, and Bowen Yang. "Notice of Retraction: Quantitative study on organizational fairness of knowledge-type employee." In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC 2011). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6010789.

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Madaio, Michael A., Luke Stark, Jennifer Wortman Vaughan, and Hanna Wallach. "Co-Designing Checklists to Understand Organizational Challenges and Opportunities around Fairness in AI." In CHI '20: CHI Conference on Human Factors in Computing Systems. ACM, 2020. http://dx.doi.org/10.1145/3313831.3376445.

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Ali, Sanna J., Angèle Christin, Andrew Smart, and Riitta Katila. "Walking the Walk of AI Ethics: Organizational Challenges and the Individualization of Risk among Ethics Entrepreneurs." In FAccT '23: the 2023 ACM Conference on Fairness, Accountability, and Transparency. ACM, 2023. http://dx.doi.org/10.1145/3593013.3593990.

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Juijn, Guusje, Niya Stoimenova, João Reis, and Dong Nguyen. "Perceived Algorithmic Fairness using Organizational Justice Theory: An Empirical Case Study on Algorithmic Hiring." In AIES '23: AAAI/ACM Conference on AI, Ethics, and Society. ACM, 2023. http://dx.doi.org/10.1145/3600211.3604677.

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Mancas, Maria. "Integrity - the code that defines personality in the educational and professional environment." In 26th International Scientific Conference “Competitiveness and Innovation in the Knowledge Economy". Academy of Economic Studies of Moldova, 2022. http://dx.doi.org/10.53486/cike2022.25.

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Integrity is the code that defines the personality of an institutional manager, a university teacher, a student, an economic agent, etc. Not coincidentally, the authors Ludmila Roşca and Constantin Lazari emphasize that the purpose of universities is to „seek and transmit the truth under the sign of science and morality.” In the same vein, the authors Valentin Mureșan and Mihaela Constantinescu state that universities must also create a moral context, which can be created through seven organizational virtues: 1- clarity in moral requirements; 2- consistency in the ethical regulations of the un
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Waheed, Abdul, Miao Xiao-Ming, Naveed Ahmad, and Salma Waheed. "Impact of Work Engagement and Innovative Work Behavior on Organizational Performance; Moderating Role of Perceived Distributive Fairness." In 2017 International Conference on Management Science and Engineering (ICMSE). IEEE, 2017. http://dx.doi.org/10.1109/icmse.2017.8574390.

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Fitra, Halkadri, Henri Agustin, and Erly Mulyani. "Analysis of the Fairness of Expenditure for Regional Apparatus Organizational Activities with an Activity Based Costing Approach." In Sixth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210616.005.

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Reports on the topic "Organizational Fairness"

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McIntyre, Robert M. EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference? Defense Technical Information Center, 2001. http://dx.doi.org/10.21236/ada402932.

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Dunne-Moses, Abigail, Marcia Alesan Dawkins, Valerie Futch Ehrlich, Cathleen Clerkin, and Chelsea Crittle. REAL: CCL’s Research-Based Leadership Framework for Equity, Diversity, and Inclusion in Action. Center for Creative Leadership, 2023. http://dx.doi.org/10.35613/ccl.2023.2056.

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Organizational cultures that emphasize fairness, connection and human-centeredness inspire more effective collaboration, are more economically efficient, and can manage conflict and crisis effectively.[i] Such cultures are also marked by less burnout and more engagement, retention, and satisfaction.[ii] These cultural values directly relate to promoting equity, diversity, and inclusion (EDI) in the workplace. Despite these well-known values, leaders do not always know how to talk about them or make them tangible and practical. REAL is a research informed framework crafted carefully to do exact
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Miller, Eric T. Achievements and Challenges of Trade Capacity Building: A Practitioner's Analysis of the CAFTA Process and its Lessons for the Multilateral System. Inter-American Development Bank, 2005. http://dx.doi.org/10.18235/0011013.

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In policy circles and intellectual centers throughout the world, there is considerable debate on how to make globalization "work" for smaller, poorer, and otherwise disadvantaged countries. The challenges and potential solutions have manifested themselves in a myriad of ways, from the declarations of the Monterrey Summit on Trade and Development to policy papers on reform of the "global financial architecture". On the trade front, the World Trade Organization (WTO) launched the Doha Development Agenda in Qatar in November 2001, which sought, among other things, to give the challenges of capaci
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Deere Birkbeck, Carolyn. Priorities for the climate-trade agenda: how a trade ministers' coalition for cooperation on climate action could help. The Royal Institute of International Affairs, 2021. http://dx.doi.org/10.55317/casc015.

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This paper argues that governments should commit to enhanced international dialogue, coordination and action on trade and climate intersections through: 1. Ministerial attention to trade, climate and environmental sustainability on the official agenda of the 12th WTO Ministerial Conference (MC12) in late 2021 as well as through a complementary Ministerial Statement, co-sponsored by a majority of WTO Members, that recognises the need for the multilateral trading system to enable and support climate mitigation and adaptation efforts and the importance of multilateral cooperation on the interface
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