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Dissertations / Theses on the topic 'Organizational Fairness'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Eskew, Don E. "Fairness in recruitment : applying a framework of organizational justice to recruitment perceptions." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1272294607.

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12

Sprinkle, Therese A. "Beyond a Need-Based Fairness Perspective: Coworkers’ Perceptions of Justice in Flexible Work Arrangements." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1336413179.

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13

Fujishiro, Kaori. "Fairness at work its impacts on employee well-being /." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1117142039.

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Thesis (Ph.D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xiii, 203 p.; also includes graphics. Includes bibliographical references (p. 188-203). Available online via OhioLINK's ETD Center

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14

Gadir, Shakil Ahmed Ghulam. "ORGANIZATIONAL FAIRNESS IN PERFORMANCE APPRAISAL SYSTEMS: CROSS CULTURAL COMPARISON OF SAUDIS AND AMERICANS." Thesis, The University of Arizona, 1986. http://hdl.handle.net/10150/276448.

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15

Cameron, Sean Michael. "Employment Credit Checks: Through the Lens of Organizational Justice and Workplace Discrimination." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/942.

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The use of consumer credit background checks in employee selection has been increasing and, in recent years, has been the topic of heated debate. Supporters and opponents contest the benefits and consequences of the use of credit background checks for personnel selection, with arguments on both sides predominantly based on anecdotal evidence; empirical research is missing from the debate. The lack of research to support these arguments is concerning due to the historical, evidence-based, relationship between employee selection and organizational justice. Job applicants pursue employment to f

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16

Krafft, Pascale. "The influence of transformational and transactional leadership on interpersonal trust through perceptions of fairness." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53131.

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Thesis (MA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: Southern African organisations have to survive In an increasingly competitive and globalised market. Southern African organisations are characterised through low productivity levels, low levels of trust between employers and employees, low levels of organisational commitment and effectiveness. Solutions must be found in order to overcome these problems and to prevent them in the future. This study might offer such a solution. The primary goal of this study was to establish whether there is a relationship between transforma

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17

Paddock, Elizabeth Layne. "The Influence of Social Norms on Procedural Fairness Self-Perceptions and Behaviors." Diss., Tucson, Ariz. : University of Arizona, 2005. http://etd.library.arizona.edu/etd/GetFileServlet?file=file:///data1/pdf/etd/azu%5Fetd%5F1241%5F1%5Fm.pdf&type=application/pdf.

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18

Coetzee, Mariette. "The fairness of affirmative action an organisational justice perspective /." Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-04132005-130646.

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Schirmer, Amy. "Hey, That's Not Fair! A Comparison of Faculty and Department Head Fairness Perceptions of Pregnancy Leave Practices." TopSCHOLAR®, 2005. http://digitalcommons.wku.edu/theses/477.

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As more women enter the workforce, employers are increasingly faced with issues such as pregnancy leave. This study addresses perceptions of faculty pregnancy leave practices in a university setting. In part, this study is a replication/follow-up to a study conducted in 1995 on the perceptions of procedural justice when establishing a maternity leave policy. This study examined current pregnancy leave practices and faculty and department head perceptions of fairness of such leave to the pregnant faculty member and other faculty members. Options used most frequently in 1995 are still the option

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20

Stein, Jordan. "Situational and Trait Influences on Dynamic Justice." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/194844.

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As the past twenty years of justice research have demonstrated, perceiving the workplace as fair is associated with higher levels of organizational commitment, job satisfaction, work-related effort, acceptance of work-related policies and procedures, and decreased absenteeism. However, although not always explicitly stated in theories of fairness, there has been a tacit understanding that justice perceptions are not static, but influenced by a variety of factors. In short, extant justice theories assume there are underlying dynamic elements within the construct, but the measures and previous r

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21

Adamovic, Mladen. "Fairness in Work Teams : The Integration of Organizational Justice with Workplace Conflict, Workplace Dissimilarity, and National Cultural Values." Thesis, Toulouse 1, 2014. http://www.theses.fr/2014TOU10041.

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Les recherches sur la justice organisationnelle ont prouvé que l’équité était un concept majeur pour appréhender l’expérience de travail des salariés. Pourtant, les chercheurs en ce domaine ont focalisé leur attention sur la relation verticale entre salariés et managers ou entre les salariés et les organisations auxquelles ils appartiennent, au détriment des rapports entre individus de même niveau hiérarchique. Cette thèse a pour but de présenter le concept de justice dans les équipes de travail en analysant la perception des salariés quant au traitement qui leur ait réservé, à titre individue

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22

Rettke, Austin Lee. "Justice Perceptions of Team Disciplinary Actions in the Workplace." TopSCHOLAR®, 2018. https://digitalcommons.wku.edu/theses/2099.

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This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment

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23

Yonce, Clayton. "REJECTION IN THE JOB SELECTION PROCESS: THE EFFECTS OF INFORMATION & SENSITIVITY." Master's thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4319.

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Most people will experience rejection in the job selection process. Rejection from job opportunities is often issued via a letter from a hiring manager. These letters elicit reactions from applicants who may, in turn, have less favorable self perceptions and less favorable perceptions of the organization from which the applicant was rejected. Numerous research articles have been published that deal with delivering notification of selection and/or rejection to applicants in the job selection process. However, relatively few use a realistic laboratory design to obtain results. This study examine

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24

Zaragoza, Joseph. "The Impact of Individual Perceptions of the Fairness of Public Affirmative Action Policy Statements on Attitudes toward the Organization." Master's thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5588.

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The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization's mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are dis

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25

Eib, Constanze. "Processes of Organizational Justice : Insights into the perception and enactment of justice." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-114113.

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Well-being at work is of major public interest, and justice at the workplace can be a key factor contributing to employees and managers feeling well. Research has found direct relationships between organizational justice perceptions and work and health outcomes. With research on the justice–health link still emerging, this thesis examines the moderating and mediating processes for the effects of justice perceptions on work outcomes and especially health outcomes. As little is known about those who enact justice, the antecedents and consequences of justice enactment are also studied. In Study I

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26

Nuñez, Seana Maria. "The effects of procedural justice and work overload on job performance." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/3052.

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This thesis explored the relationship between work overload and procedural justice on job performance. It used planned comparisons to test three hypotheses, which were tested by having the participants (N=132) randomly assigned to groups and perform a proofreading task in two timed intervals. The study design used quantitative methodologies and the procedures and measures were piloted before data collection. A participant exit survey was also employed. Suggestions for future research and study are discussed. The proofreading samples, the exit survey questions and the Mini-Marker Personality In

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27

Kost, Abigail S. "Acceptance of Accommodations for Mental Disabilities." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1496143407437889.

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28

Arneguy, Elodie. "L’influence de la justice sur le readiness for change : mieux comprendre les modalités de son influence." Thesis, Pau, 2020. http://www.theses.fr/2020PAUU2085.

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Pour les organisations, réussir à implémenter des changements en interne est crucial, afin qu’elles puissent s’adapter à un environnement économique et technologique en mouvement constant. Trop souvent, cependant, les initiatives de changement échouent du fait des réactions des employés vis-à-vis de ces changements. Il a été démontré que la perception des employés à se sentir prêts au changement, à savoir « le readiness for change », est décisif pour la réussite des changements. Le readiness for change est considéré comme une avancée majeure dans la littérature sur le changement organisationne

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29

Ganegoda, Deshani B. "Why do Individuals Act Fairly or Unfairly? An Examination of Psychological and Situational Antecedents of Organizational Justice." Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5216.

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Most studies on organizational justice have focused on individuals' reactions to justice. As such, a key question has been left largely unanswered: Why do individuals act fairly or unfairly? The present research adopted a person-situation interactionist approach (Trevino, 1986) to examine psychological and situational antecedents of individuals' fair behavior. The social identity model of deindividuation (SIDE; Reicher, Spears, & Postmes, 1995) and side-bet theory of continuance commitment (Becker, 1960) was used to examine how organizational identification and continuance commitment might inf

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30

Jeong, Stephen B. "Participation and goal setting an examination of the components of participation /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150379850.

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31

Petters, Lea M. [Verfasser], Dirk [Gutachter] Sliwka, and Matthias [Gutachter] Heinz. "The Economics of Behavior. Essays on the Organizational Effects of Identification, Wage Expectations, and Fairness Concerns / Lea M. Petters ; Gutachter: Dirk Sliwka, Matthias Heinz." Köln : Universitäts- und Stadtbibliothek Köln, 2019. http://d-nb.info/1203798849/34.

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32

Sajons, Gwendolin Beatriz. "Organizational justice and leadership : expanding the causal framework." Doctoral thesis, Universitat Pompeu Fabra, 2014. http://hdl.handle.net/10803/285174.

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This thesis examines the relationships among managerial justice and employee attitudes, emotions and behaviors to re-conceptualize the traditional causal frameworks of the justice literature. In the first chapter, I propose that distributive fairness perceptions do not unidirectionally affect performance, but that the two are linked reciprocally. Data from two laboratory experiments support this proposition. Chapter 2 builds on this idea to argue that managers use employee performance as a heuristic for allocating procedural and informational justice, favoring those whose performance stands ou

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Wesolowski, Peter. "We Only Accept Online Applications: The Effect of HRIS E-Recruitment Technology on Job-Seeker Fairness Perceptions in the Canadian Federal Public Sector." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34321.

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Industrial-organizational psychologist Stephen S.W. Gilliland developed a model for studying job-seeker fairness perceptions in 1993 based on existing research in organizational justice. The model includes several rules which will result in job-seeker perceptions of fairness if satisfied and job-seeker perceptions of unfairness if violated. Given the prominence of this model in the literature as well as changes which have occurred in personnel selection (such as human resource information systems, or HRIS, and e-recruitment), scholars have called for a technological re-envisioning of the origi

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34

Franklin, Sara. "How to handle deviations caused by unit interdependence : A case study at Scania CV." Thesis, Linköpings universitet, Industriell ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-100870.

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Purpose The thesis purpose is to contribute with understanding about managers’ opinions about how to handle deviations caused by unit interdependence. Methodology Qualitative data has been gathered to this exploratory study by semi-structured interviews with 14 managers within the R&D, purchasing and production units at Scania, Södertälje. The result has been interpreted and analyzed by dividing the managers in five smaller groups. Result from analyzing empirical findings It is found in the analysis that the largest part of the managers in this study seem not to believe it is worth stri

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Bergkvist, Rosita. "How to stand the nursing profession : A study of proactive antecedents, self-efficacy, and organizational factors, and the mediation of cognitive appraisals on the outcome of stress and anxiety among nurses." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-81352.

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In the light of present problems with stress related illness in organizations, often affecting women working in health care, the purpose of the current study was to examine proactive and malleable factors that could influence nurse’s perception of work stressors. Based on a model, self-efficacy and grouped organizational factors were examined as antecedents to the outcome of anxiety and stress via cognitive appraisals. The mediating role of the cognitive appraisals was further examined. The sample consists of 117 nurses and assistant nurses of which 112 were females working at a hospital in so

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Evans, Joel M. "SERVING THE CUSTOMERS, THE ORGANIZATION, OR BOTH? EXPLORING SERVICE PROVIDERS' IDENTIFICATION WITH CUSTOMERS IN THE CONTEXT OF AN ORGANIZATION'S CUSTOMER-DIRECTED FAIRNESS." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/195741.

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This dissertation investigates how customer service providers identify psychologically with their customers, as well as how this identification is influenced by an organization's treatment of customers, and how customer identification ultimately affects service performance. Based on predictions made from relational models of fairness and social identity theory, I hypothesize that an employee's perceptions of organizational fairness antecede identity cognitions related to the organization and its customers, and that these identity variables then influence service behaviors. These predictions

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Easter, Shirley. "Employees Expectation from Leaders' Ethics in Decision Making." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6553.

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The presence of unethical behavior continues to plague the global business community, however, and its impact in the finance industry is widely thought to be having an even more devastating impact than ever before. Scholarly literature provides little understanding of what drives ethical decision making, or the processes involved and a little evidence that ethical standards have been developed as part of leadership decision making training in finance. The purpose of this qualitative single case study was to explore the drivers and processes in the development of training that supports ethical

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Hedberg, Per Henrik. "Interpersonal society : essays on shared beliefs, trust, mnemonic oppression, distributive fairness, and value creation." Doctoral thesis, Handelshögskolan i Stockholm, Institutionen för Marknadsföring och strategi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hhs:diva-1761.

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Jardine, Jennifer. "The relationship between fairness at work and organisational citizenship behaviour : an empirical study in a retail organization in the Western Cape." Master's thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/11614.

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Bibliography: leaves 135-145.<br>This research explored the relationship between fairness at work and organisational citizenship behaviour (OCB). Fairness was measured using instruments representative of five constructs: trust, perceived organisational support, leader-memebr exchange procedural fairness and distributive justice. The blue-collar employees in the sample (N = 92), employed at a national retail organisation, were involved in exploratory initial focus groups which were followed by the distribution of a Likert-type survey. OCB was found to be a multidimensional construct consisting

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Sabil, Mariem. "L’autorité renforcée des accords multilatéraux sur l’environnement : essai sur la nature, la place et la fonction de la procédure de non-conformité." Thesis, Lyon 3, 2011. http://www.theses.fr/2011LYO30106.

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Les accords multilatéraux sur l’environnement sont généralement caractérisés par leur autorité normative atténuée en raison des difficultés pour les États de garantir leur application effective et efficace. La procédure de non-conformité, expérimentée pour la première fois par le Protocole de Montréal sur les substances qui appauvrissent la couche d’ozone et étendue depuis, tente d’apporter des solutions appropriées aux particularismes de cette branche du droit international public. L’étude de son développement, de son évolution et de sa sophistication à travers sa nature, sa place et sa fonct

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Baker, David. "Fairness in downsizing : judgement and complexity." 2006. http://arrow.unisa.edu.au:8081/1959.8/78915.

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People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed.<br>Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United St

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Su, Jia-Wei, and 蘇嘉偉. "The effect between organizational fairness and organizational trust、organizational commitment、organizational citizenship behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/96588967976946707653.

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碩士<br>逢甲大學<br>工業工程與系統管理學研究所<br>97<br>The focus of this study is to explore the fairness of school organization for the independent variables, organizational citizenship behavior, organizational trust, organizational commitment as dependent variables to discuss. The subject of study for the domestic staff of a private university, to explore these staff for the school perceived fairness and organizational citizenship behavior, organizational trust, organizational commitment, and the use of a questionnaire survey to collect data and then to the SPSS12 statistical software for statistical analysis

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Roloff, Kathryn Sarah. "The Perceived Authenticity of Fairness at Work." Thesis, 2015. https://doi.org/10.7916/D8BV7FPR.

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The purpose of this study is to understand how individuals form perceptions of authenticity about their leaders and the subsequent organizational outcomes associated with these perceptions. To date, studies on leader authenticity have primarily focused on how a leader can become more authentic by first getting in touch with his or her internal values and then by choosing behaviors to enact these values. As such, the literature has clarified leader authenticity on an individual level, but does not explain how others come to perceive a leader as authentic. To this end, an experiment will be comp

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44

"Fairness, rationality and integration : success factors towards a new organizational model." Center for International Studies, MIT Japan Program, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/16587.

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Forray, Jean Mannheimer. "Doing justice: Human resource managers and the practices of organizational fairness." 1998. https://scholarworks.umass.edu/dissertations/AAI9823736.

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The broad area of interest for this study is the nature of justice in organizational life. More specifically, it focuses on human resource managers and the ways in which their everyday activities create and sustain fair organization for themselves and for others. The linking of justice with human resource management is manifest in an extensive body of theory and research. In general, inquiry concerns the perceptions of employees about the fairness of organizational policies and procedures. My study diverges from this approach in both its theoretical position and its research focus. As a resear

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Aryani, Y. Anni. "The effect of fairness perception of performance measurement in the balanced scorecard environment." 2009. http://eprints.vu.edu.au/15214/1/Aryani.pdf.

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Prior studies have identified problems with traditional management control and performance measurement systems to evaluate managerial and business unit performance (Kaplan and Norton, 1996; Olve, Roy, and Wetter, 1999). One response has been the use of the balanced scorecard (BSC) to provide a more causal-linked comprehensive set of financial and non-financial measures of performance. However, recent research suggests the use of the BSC has its own difficulties including one referred to as common-measure bias (Lipe and Salterio, 2000); accordingly the benefits of the BSC cannot be fully exploi

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Huang, Pih-hsia, and 黃碧霞. "The study of the Relationships among Fairness Perception of Performance Appraisal, Organizational Climate and Organizational Commitment of Governmental Employees." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/31209360634660159616.

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碩士<br>亞洲大學<br>經營管理學系碩士班<br>96<br>This study is to be for the purpose of discussing the problems caused by the fact that the current government employees’ efficiency evaluation system has become such a formality for a long time that it hasn’t been able to fully reflect the real working performance. In that case, the great cognitive differences have emerged among the organization members. Their different cognitive attitudes also have an impact on their organization climate and commitment. In order to analyze their relevance, theory discussion and documentary investigation will be made. Based on

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Hung, Jui-Wen, and 洪芮玟. "Exploring the Effects of Employees' Perception of Fairness in Performance Appraisal on Organizational Commitment：The Mediating Role of Organizational Trust." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2877sw.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>107<br>There is a book called "A Theory of Justice" written by John Rawls published in 1971, stated that "Justice as Fairness", a milestone that became one of the theories related to Liberalism later. Performance management is often used as the basis for employees to adjust salary, promotion and retaining. If there is no fairness, it will greatly reduce employees' trust in the performance management system and causing them even to blame the organization. Not only organizational trust is confirmed by many studies to have an impact on the organization, and if employe

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Williams, Charlie M. "The relationship between organizational structure and procedural fairness perceptions the positioning of the Equal Employment Opportunity compliance function in organizations /." 2009. http://hdl.rutgers.edu/1782.2/rucore10002600001.ETD.000051752.

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Aryani, Y. Anni. "The effect of fairness perception of performance measurement in the balanced scorecard environment." Thesis, 2009. https://vuir.vu.edu.au/15214/.

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Prior studies have identified problems with traditional management control and performance measurement systems to evaluate managerial and business unit performance (Kaplan and Norton, 1996; Olve, Roy, and Wetter, 1999). One response has been the use of the balanced scorecard (BSC) to provide a more causal-linked comprehensive set of financial and non-financial measures of performance. However, recent research suggests the use of the BSC has its own difficulties including one referred to as common-measure bias (Lipe and Salterio, 2000); accordingly the benefits of the BSC cannot be fully exploi

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