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Books on the topic 'Organizational Fairness'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

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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2

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

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3

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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4

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

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5

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

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6

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

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7

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

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8

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

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9

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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10

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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11

United States. Congress. House. Committee on Government Reform. Subcommittee on the Federal Workforce and Agency Organization. Tension in the tinderbox: Finding fairness for federal firefighter compensation : hearing before the Subcommittee on the Federal Workforce and Agency Organization of the Committee on Government Reform, House of Representatives, One Hundred Ninth Congress, first session, August 12, 2005. U.S. G.P.O., 2005.

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12

Managing Fairness in Organizations. ABC-CLIO, LLC, 1998.

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13

Beugré, Constant D. Managing Fairness in Organizations. Greenwood Publishing Group, Inc., 1998. http://dx.doi.org/10.5040/9798400682179.

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The term organizational justice refers to perceptions of fairness within organizations. Justice as a social phenomenon has received a great deal of research attention from social psychologists. With new research on fairness in organizations, scholars in organizational behavior, industrial/organizational psychology, and managers are provided with practical orientations on how to create fair working environments. Although organizational justice is not a panacea for managers, it can help boost employee morale and cooperation. Perceptions of unfairness have been related to several negative reactio

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14

Fairness in personnel selection: An organizational justice perspective. Avebury, 1993.

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15

A, Cohen. Fairness in the Workplace: A Global Perspective. Palgrave Macmillan Limited, 2015.

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16

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

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17

Handbook Of Organizational Citizenship Behavior: A Review Of "Good Soldier" Activity In Organizations. Nova Science Publishers, 2004.

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18

Fairness in the workplace: A global perspective. Palgrave Macmillan, 2015.

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19

(Editor), Russell S. Cropanzano, and K. Michele Kacmar (Editor), eds. Organizational Politics, Justice, and Support: Managing the Social Climate of the Workplace. Quorum Books, 1995.

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20

Cropanzano, Russell S. Advances in Organizational Justice. Stanford University Press, 2001.

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21

Cropanzano, Russell. Justice in the Workplace: From Theory to Practice, Volume 2. Taylor & Francis Group, 2012.

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22

Advances in Organizational Justice (Stanford Business Books). Stanford Business Books, 2001.

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23

Jonson, Jessica L. Fairness in Educational and Psychological Testing: Examining Theoretical, Research, Practice, and Policy Implications of the 2014 Standards. Edited by Kurt F. Geisinger. American Educational Research Association, 2022. http://dx.doi.org/10.3102/9780935302967.

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This book examines scholarship, best practice methodologies, and examples of policy and practice from various professional fields in education and psychology to illuminate the elevated emphasis on test fairness in the 2014 Standards for Educational and Psychological Testing. Together, the chapters provide a survey of critical and current issues with a view to broadening and contextualizing the fairness guidelines for different types of tests, test takers, and testing contexts. Researchers and practitioners from school psychology, clinical/counseling psychology, industrial/organizational psycho

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24

Managing fairness in organizations. Quorum, 1998.

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25

Skarlicki, Daniel P., Dirk D. Steiner, and Stephen W. Gilliland. What Motivates Fairness in Organizations? Information Age Publishing, Incorporated, 2005.

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26

Powers, Madison. Food, Fairness, and Global Markets. Edited by Anne Barnhill, Mark Budolfson, and Tyler Doggett. Oxford University Press, 2018. http://dx.doi.org/10.1093/oxfordhb/9780199372263.013.26.

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This chapter examines issues of fairness in the organization of global agricultural markets. The discussion begins with a survey of the challenges in feeding the world and the debates between “market fundamentalists” who defend strongly pro-market, pro-globalization approaches and critics who deny that such challenges can be addressed fairly through markets alone or through particular forms of market organization. Conceptions of fairness that market fundamentalists and critics alike agree upon, as well as additional norms of fairness defended by critics, are applied to four prominent aspects o

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27

The healthy organization: Fairness, ethics, and effective management. Routledge, 1995.

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28

Magalhães, Pedro C. Economic Outcomes, Quality of Governance, and Satisfaction with Democracy. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793717.003.0009.

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This chapter investigates the impact of economic outcomes and quality of government on political support, arguing that the effect of economic performance is contingent on the quality of government. This hypothesis is derived from procedural fairness theories in organizational psychology according to which procedural fairness moderates the effects of outcome favorability on support for authorities. The chapter develops and tests the hypotheses that citizens’ political support is most affected by economic outcomes in those countries where the quality of government is lowest. In contrast, in cont

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29

Fuller, Lisa Laurine. Allocating aid: Justification, fairness and deliberation in international aid organizations. 2006.

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30

Fairness in Educational Assessment and Measurement. Taylor & Francis Group, 2016.

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31

Dorans, Neil J., and Linda L. Cook. Fairness in Educational Assessment and Measurement. Taylor & Francis Group, 2016.

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32

Fairness in Educational Assessment and Measurement. Taylor & Francis Group, 2016.

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33

Dorans, Neil J., and Linda L. Cook. Fairness in Educational Assessment and Measurement. Taylor & Francis Group, 2016.

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34

Dorans, Neil J., and Linda L. Cook. Fairness in Educational Assessment and Measurement. Taylor & Francis Group, 2016.

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35

Dietz, Joerg, and Emmanuelle P. Kleinlogel. Employment Discrimination as Unethical Behavior. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.5.

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We argue that research on employment discrimination can be enriched by studying it as unethical behavior. Using five moral principles, namely utilitarianism, distributive justice, righteousness of actions, virtuousness, and ethics of care, we illustrate the treatment of employment discrimination as a moral issue. An overarching theme in this discussion is that nondiscrimination is a fundamental human right. Next, the chapter illustrates how individual-difference variables that predict unethical behavior, such as moral disengagement and cognitive moral development, can contribute to advancing k

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36

Ryan, Ann Marie, and Jennifer Wessel. Fairness in Selection and Recruitment: A Stigma Theory Perspective. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0022.

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This article explores how concepts from research on stigmatization can inform and enhance the understanding of applicant reactions to selection procedures. It is important to emphasize that the article is not about what might lead an organization's representatives to engage in discriminatory practices or about the adverse impact of different selection tools; it is about the perceptions and behaviors of those applicants who are members of stigmatized groups. It begins with a very brief, general review of the literature on applicant perceptions, where it discusses the importance of studying, in

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37

Elementary Teachers' Federation of Ontario. The school that equity built. 2000.

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38

Justice in the Workplace: From Theory to Practice. Taylor & Francis Group, 2000.

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39

Cropanzano, Russell. Justice in the Workplace: From Theory to Practice, Volume 2. Taylor & Francis Group, 2012.

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40

Cropanzano, Russell. Justice in the Workplace: From Theory to Practice, Volume 2. Taylor & Francis Group, 2012.

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41

Cropanzano, Russell. Justice in the Workplace: From Theory to Practice, Volume 2. Taylor & Francis Group, 2012.

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42

Cropanzano, Russell. Justice in the Workplace: From Theory to Practice, Volume 2. Taylor & Francis Group, 2012.

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43

Martin, Jennifer L., and Sarah E. Torok-Gerard. Educational Psychology. ABC-CLIO, LLC, 2019. http://dx.doi.org/10.5040/9798400644078.

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A comprehensive introduction to educational psychology, this volume is inclusive of all of the essentials—covering history, profiles, theories, applications, research, case studies, current events, issues, controversies, and more. Focused on human learning and teaching, the field of educational psychology informs a range of educational challenges, including instructional design, curriculum development, organizational learning, special education, student motivation, and classroom management. In this book, two veteran professors in the fields of education and psychology, offer a clear and concis

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44

Hunt, Thomas M. WADA and Doping in World Sport. Edited by Robert Edelman and Wayne Wilson. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199858910.013.30.

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Performance enhancement in sport has a long and controversial history. Although several organizations enacted prohibitions on the subject of doping prior to the Second World War, public scrutiny on the issue remained relatively light until the second half of the twentieth century. Beginning in the 1960s, officials passed a number of regulatory measures with the twin goals of protecting the health of athletes and ensuring the fairness of competitions. Due partially to the effects of Cold War political rivalries, the use of drugs by athletes nevertheless remained widespread in the world of sport

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45

Wagstaff, Adam. Measuring Equity in Health Care Financing: Reflections on (and Alternatives to) the World Health Organization’s Fairness of Financing Index. The World Bank, 1999. http://dx.doi.org/10.1596/1813-9450-2550.

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46

Gad, Mohamed. Representational Fairness in Wto Rule Making: Negotiating, Implementing And Disputing the Trips Pharmaceutical-related Provisions. British Institute for International & Compara, 2006.

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47

Bhagwati, Jagdish. Free Trade, Fairness' & the New Protectionism: Reflections on an Agenda for the World Trade Organisation (Wincott Memorial Lecture). Coronet Books, 1995.

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48

van Prooijen, Jan-Willem. Conclusions and Implications. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190609979.003.0010.

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This final chapter summarizes the main propositions and concludes that punishment originates from moral emotions, stimulates and sustains cooperation, and shapes the social life of humans both within and between groups. Punishment hence is a hardwired moral instinct that evolved to stimulate cooperation in small groups. The remainder of the chapter discusses the practical implications of these insights for public policy, courts of law, organizations, schools, sports, and any other setting that requires punishment to stimulate cooperation. The main implications are (1) when punishing, fairness

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49

Adams, Alice. Playing to Strength. ABC-CLIO, LLC, 2009. http://dx.doi.org/10.5040/9798400697333.

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This book offers a new approach for helping managers and organizations make better, more productive use of both men and women at work—an approach based on what they have in common, not on what some think divides them. Rather than focusing on how men and women differ, Playing to Strength: Leveraging Gender at Work describes how to build a more productive work environment based on what men and women have in common. Second, unlike other books on the subject, Playing to Strength is not an advice book for women employees, but a forward-thinking guide for managers and organizations who want to achie

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50

Vallier, Kevin, and Michael Weber, eds. Religious Exemptions. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190666187.001.0001.

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Exemptions from legal requirements, especially religious exemptions, have been a major topic of political debate in recent years. Bakers in various states have sought the right to refuse to make wedding cakes for gay and lesbian couples, despite the Supreme Court’s validation of same-sex marriage. Many parents do not want to vaccinate their children, despite public health laws requiring otherwise, and several states grant exemptions. Various religious organizations as well as some corporations have sought an exemption from the requirement to provide contraceptive coverage in employee healthcar

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