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Journal articles on the topic 'Organizational Fairness'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

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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3

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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5

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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Ling, Bin, Qu Yao, Yutong Liu, and Dusheng Chen. "Fairness matters for change: A multilevel study on organizational change fairness, proactive motivation, and change-oriented OCB." PLOS ONE 19, no. 10 (2024): e0312886. http://dx.doi.org/10.1371/journal.pone.0312886.

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The success of organizational change often hinges on the perception of fairness within a change unit. This group-level organizational change fairness is crucial for enhancing proactive motivation states and fostering positive change-oriented organizational citizenship behavior (OCB). Rooted in the proactive motivation model, this study establishes a comprehensive multilevel framework to investigate the influence of group-level organizational change fairness on employees’ change-oriented OCB. It explores the mediating role of three proactive motivational states and the moderating impact of perc

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Kim, HeeDong, and JhongYun Kim. "The Moderating Effect of Organizational Fairness on the Relationship between Public Values and Organizational Citizenship Behavior of Local Government Officials." Korean Society of Culture and Convergence 45, no. 12 (2023): 517–26. http://dx.doi.org/10.33645/cnc.2023.12.45.12.517.

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This study aimed to examine the relationship between public values and organizational fairness among public officials working in local governments and empirically investigate whether organizational fairness has a moderating effect on the relationship between public values and organizational citizenship behavior. To achieve this, we analyzed relevant prior studies on the variables and utilized empirical research methods for this analysis. Based on the results, the following conclusions can be drawn. First, as the level of public values among local government officials increased, organizational

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13

Lau, Chong M., and Glennda Scully. "The Roles of Organizational Politics and Fairness in the Relationship between Performance Management Systems and Trust." Behavioral Research in Accounting 27, no. 1 (2015): 25–53. http://dx.doi.org/10.2308/bria-51055.

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ABSTRACT Organizational politics is ubiquitous in organizations. Yet to date, no prior research has investigated, in a systematic empirical manner, the mediating role of organizational politics in performance measurement systems. The primary purpose of this research is to investigate if perceptions of organizational politics mediate the relationships between performance measures and employees' trust in their superiors. As organizational politics may also affect employees' perceptions of fairness, a model is used to investigate (1) if performance measures affect organizational politics; (2) if

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B., M. NWIBERE. "PERCEIVED ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN SELECTED NIGERIAN UNIVERSITIES." GPH-International Journal of Social Science and Humanities Research 07, no. 02 (2024): 52–76. https://doi.org/10.5281/zenodo.11243297.

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This study investigates the relationships between employee benefits, fairness, supportive human resource practices, and organizational citizenship behaviours (OCBs) within organizational contexts. The objectives were to assess the impact of employee benefits, fairness and supportive HR practices on OCBs such as civic virtue and sportsmanship. The study employs a quasi-experimental survey design to investigate the relationships between perceived organizational support (POS) dimensions (employee benefits, fairness, and supportive HR practices) and organizational citizenship behaviours (OCBs) (ci

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Agung, Gabriela Andre, and SeTin SeTin. "The Effect of Organizational Politics on Budgetary Participation with Procedural Fairness as a Mediation." Journal of Economics, Business, & Accountancy Ventura 24, no. 1 (2021): 171. http://dx.doi.org/10.14414/jebav.v24i1.2613.

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Organizational politics and budgeting are the phenomena that exist in every organization. This study aims to examine the effect of organizational politics on budgetary participation through procedural fairness. Organizational politics refers to three dimensions, namely general political behavior, politics of going along to get ahead, and politics of pay and promotion policies. Data were collected through a questionnaire survey to 128 managers in the retail sector of the modern supermarket in Bandung, West Java, Indonesia. The data was processed using the structural equation model and Sobel tes

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Agung, Gabriela Andre, and SeTin SeTin. "The Effect of Organizational Politics on Budgetary Participation with Procedural Fairness as a Mediation." Journal of Economics, Business, & Accountancy Ventura 24, no. 1 (2021): 171. http://dx.doi.org/10.14414/jebav.v24i1.2613.

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Organizational politics and budgeting are the phenomena that exist in every organization. This study aims to examine the effect of organizational politics on budgetary participation through procedural fairness. Organizational politics refers to three dimensions, namely general political behavior, politics of going along to get ahead, and politics of pay and promotion policies. Data were collected through a questionnaire survey to 128 managers in the retail sector of the modern supermarket in Bandung, West Java, Indonesia. The data was processed using the structural equation model and Sobel tes

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17

Wang, Yangqin. "The effect of perceived organizational fairness on the endogenous motivation of university teachers’ professional development: A study of the mediating role of trust and organizational identification." PLOS ONE 20, no. 1 (2025): e0317445. https://doi.org/10.1371/journal.pone.0317445.

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Objective The purpose of this study is to investigate the effects of perceived organizational fairness, organizational identity, and trust on the intrinsic motivation for the professional development of university teachers. In addition, this study aims to verify the mediating role of organizational identity and trust. Method This study adopts a quantitative research methodology to investigate the relationship between perceived organizational fairness, organizational identity, trust, and intrinsic motivation in the professional development of university teachers by constructing and validating a

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18

Cho, Hanra, and Junsu Kim. "The Relationship Between Organizational Fairness, Job Satisfaction, and Organizational Commitment Among Managers of Elderly Job Programs." K Association of Education Research 10, no. 1 (2025): 311–33. https://doi.org/10.48033/jss.10.1.14.

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The purpose of this study is to examine the mediating effect of job satisfaction on the relationship between the perception of organizational fairness and organizational commitment among non-regular workers in the elderly job program. To achieve this, a survey was conducted with 300 managers responsible for the elderly job program in Gangwon Special Self-Governing Province, resulting in 285 valid responses. Among the collected responses, those with missing data, unreliable answers, and responses from regular employees were excluded, leaving 215 responses from non-regular workers for analysis.

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Yun, Nam-Sik, and Seok-Kee Lee. "A Study on the Impact of Communication Activities on Organizational Satisfaction: Based on the Mediating Effect of Organizational Trust." Restaurant Business 118, no. 3 (2019): 1–8. http://dx.doi.org/10.26643/rb.v118i3.7192.

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This study aims to verify that the higher the communication activity, the higher the organization's organizational satisfaction is. Some prior studies have commented on the relationship between these, there are almost no specific studies that use an organizational fairness as a controlled effect to identify the concept of communication activities and organizational trust and to verify the impact on organizational satisfaction.

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20

Abd Razak, Mohd Ridwan, and Enah Ali. "Interactional Fairness as a Mediator Between Merit-Based Pay Management and Organizational Commitment." Asia-Pacific Management Accounting Journal 16, no. 1 (2021): 93–117. http://dx.doi.org/10.24191/apmaj.v16i1-05.

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The purpose of this quantitative study was to evaluate the ability of interactional fairness as a mediator in the relationship between merit-based pay management (such as communication and performance assessment) and organizational commitment. A cross-sectional technique was used to collect 450 useable data of workers from a government-linked company (GLC), who had served more than five years in Selangor and Kuala Lumpur. The outcomes of the Partial Least Square Structural Equation Modelling (PLS-SEM) path model analysis indicated three important findings. First, communication and performance

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21

Koys, Daniel J. "Fairness, legal compliance, and organizational commitment." Employee Responsibilities and Rights Journal 4, no. 4 (1991): 283–91. http://dx.doi.org/10.1007/bf01385033.

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22

Kwon, O. Young. "A study on the relationship between job satisfaction and organizational commitment and moderating effect of generation." Korean Association of Governance Studies 33, no. 3 (2023): 209–49. http://dx.doi.org/10.26847/mspa.2023.33.3.209.

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This study analyzed the differences in in job satisfaction and organizational commitment between public servants from the MZ generation and older generations. The effects of public service motivation, organizational fairness, and job autonomy on job satisfaction and organizational commitment were also analyzed and compared by generation. Recently, the proportion of public servants from the MZ generation has been increasing. They have a high turnover rate, so they need to be managed differently to reduce this rate. MZ-generation public servants more highly value fairness and autonomy and are le

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Schinkel, Sonja, Dirk van Dierendonck, Annelies van Vianen, and Ann Marie Ryan. "Applicant Reactions to Rejection." Journal of Personnel Psychology 10, no. 4 (2011): 146–56. http://dx.doi.org/10.1027/1866-5888/a000047.

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While applicant reactions to selection (un)fairness have often been investigated, less is known about applicants’ attributions and reactions to specific performance feedback. This paper discusses two studies into the influence of fairness perceptions and attributional processing on well-being and organizational perceptions after rejection. In both studies, distributive fairness and attributional style interactively influenced post-rejection well-being, with optimistically attributing individuals showing higher well-being when fairness perceptions were low. In Study 2, performance feedback nega

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Lim, Chae Un, Alan J. Dubinsky, and Michael Levy. "A Psychometric Assessment of a Scale to Measure Organizational Fairness." Psychological Reports 63, no. 1 (1988): 211–24. http://dx.doi.org/10.2466/pr0.1988.63.1.211.

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Equity theory posits that an individual perceives equity or inequity in a work situation on the basis of organizational fairness. The concept of organizational fairness is a multidimensional construct that has evolved from research directed at developing measures and identifying dimensions of perceived equity. This paper presents the results of an empirical assessment of the psychometric properties of a scale designed to measure organizational fairness.

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Hakim, Mansur. "Effect of Team Characteristics, Organizational Justice, and Work Ethic on Teacher Job Performance." ALEXANDRIA (Journal of Economics, Business, & Entrepreneurship) 4, no. 1 (2023): 49–54. http://dx.doi.org/10.29303/alexandria.v4i1.459.

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The objective of the study was to examine the effect of team characteristics, organizational fairness, and work ethic on the performance of teachers of elementary school in East Jakarta. The research method is quantitative with the survey. The sample of the study was 209 teachers drawn with simple random technics. Data analysis uses descriptive statistics and path analysis. The results conclude: there is a positive direct effect of team characteristics, organizational fairness, and work ethic on teacher performance; there is a positive direct effect of team characteristics and organizational f

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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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R, Uma. "ORGANIZATIONAL JUSTICE AS ANTECEDENT OF JOB SATISFACTION: AN EMPIRICAL STUDY AMONG INFORMATION TECHNOLOGY PROFESSIONALS." ICTACT Journal on Management Studies 10, no. 4 (2024): 1987–93. https://doi.org/10.21917/ijms.2024.0306.

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Organizational actions involving distribution of resources, procedures involved in decisions concerning the distribution and the nature of communication for conveying the decisions are evaluated by the employees for their fairness. Organizational justice is the employee perception of the fairness of the organizational actions and decisions. The perception of justice (fairness) an employee holds towards organizational actions shapes the employee’s attitude and behavior. Organizational justice – outcome relationship has been widely investigated and organizational justice is found to promote job

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Alshammari, Hammad. "Effect of organizational justice on organization citizenship behavior of female employees in Saudi Arabia." International Journal of ADVANCED AND APPLIED SCIENCES 10, no. 6 (2023): 158–63. http://dx.doi.org/10.21833/ijaas.2023.06.019.

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The aim of this study is to examine the association between organizational justice and organizational citizenship behavior (OCB) among female workers in Saudi Arabia. Organizational justice has been acknowledged as a significant predictor of employee attitudes and behavior; however, its impact on the OCB of female workers in Saudi Arabia remains underexplored. To address this research gap, a cross-sectional survey was conducted among female workers in various organizations in Saudi Arabia. The study assessed organizational justice by considering three dimensions: distributive fairness, procedu

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Li, Zhao, Wangbing Liang, Yinggang Bao, and Ruili Zhang. "The Role of Relative Deprivation and Attribution Style in the Relationship between Organizational Fairness and Employees’ Service Innovation Behavior." Behavioral Sciences 12, no. 12 (2022): 506. http://dx.doi.org/10.3390/bs12120506.

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The basis of organizational innovation is employee innovation, which is of great significance for organizations to gain a competitive advantage. At present, the research on the influencing factors of employee service innovation behavior is increasing. This study, based on the social cognitive theory, with relative deprivation as the mediator and attribution style as the moderator, explores the mechanism of the effect of organizational fairness on employee service innovation behavior. Taking 342 employees of service-oriented enterprises as the subjects of investigation, this paper empirically t

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Prabhu, Nayana. "Myths and Realities of Demystifying Organizational Fairness." NHRD Network Journal 7, no. 4 (2014): 81–85. http://dx.doi.org/10.1177/0974173920140412.

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31

Yun, Nam-Sik, and Seok-Kee Lee. "A Study on the Impact of Communication Activities on Organizational Satisfaction: Based on the Mediating Effect of Organizational Trust." Restaurant Business 118, no. 8 (2019): 384–92. http://dx.doi.org/10.26643/rb.v118i8.7715.

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This study aims to verify that the higher the communication activity, the higherthe organization's organizational satisfaction is. Some prior studies have commented on the relationship between these, there are almost no specific studies that usean organizational fairness as a controlled effect to identify the concept of communication activities and organizational trust and to verify the impact on organizational satisfaction. Methods/Statistical analysis: The study was conducted with the survey from 227 workersworking for the company. Every survey item was measured using a Likert 5-point

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Erni, Yuningsih, Notosudjono Didik, and Sunaryo Widodo. "How Job Satisfaction in Mediation the Effect of Organizational Justice on Job Satisfaction Hospitality Indonesia?" International Journal of Social Science and Human Research 07, no. 08 (2024): 6654–60. https://doi.org/10.5281/zenodo.13709930.

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Organizational justice that is not fulfilled in an organization will cause employee dissatisfaction and affect people's performance. The research examines and analyzes the perception of organizational fairness, job satisfaction, and performance in star hotel employees. The study was conducted on operational employees at 12 4- and 5-star hotels with 275 respondents. They are using data collection techniques through stratified random sampling. Data was collected using a questionnaire with data analysis using the PLS method. Organizational fairness has a direct and significant influence on job sa

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Oh, Seunghyun, and T. J. Lah. "An Empirical Analysis on the Operational Effectiveness of the Police Public Officials' Council: Focusing on Organizational Fairness, Gender Sensitivity, Discretion, and Job Satisfaction." Korean Association of Governance Studies 34, no. 2 (2024): 53–82. http://dx.doi.org/10.26847/mspa.2024.34.2.53.

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The purpose of this study is to confirm the effect of organizational fairness, gender sensitivity, and discretion on job satisfaction for 36,423 police officials, and to analyze the moderating effect of the operation of the police public officials' council in consideration of the importance of introducing the police public officials' council. As a result of the analysis, it was found that organizational fairness and discretion had a statistically significant positive effect on job satisfaction, and the moderating effect of the operation of the police public officials' council on organizational

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Hwang, Ui-Dong, and Moon-bo Sim. "A Study on the Effect of Organizational Citizenship Behavior on Innovation Behavior of Public Officials: Analysis of the mediating effect of job autonomy and procedural fairness." Korea Association of Local Administration 19, no. 3 (2022): 55–79. http://dx.doi.org/10.32427/klar.2022.19.3.55.

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Voluntary innovation actions by public officials are needed to successfully lead government innovation that the government continues to promote. It analyzed the influence of altruistic behavior of organizational citizenship behavior related to the job characteristics of public officials as a factor that directly affects the innovation behavior of public officials and confirmed how job autonomy and procedural fairness affect the relationship. As a result of the analysis, first, it was found that the altruistic behavior of organizational citizenship behavior had a positive effect on innovation b

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Riski Ulan Sari, Rd Roro Anggraini Soemadi, Hendra Galuh Febrianto, and Humairoh. "THE EFFECT OF ORGANIZATIONAL FAIRNESS AND JOB CHARACTERISTICS ON EMPLOYEE ATTACHMENT." International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) 2, no. 2 (2024): 436–43. http://dx.doi.org/10.61990/ijamesc.v2i2.227.

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The purpose of this study is to determine the Effect of Organizational Justice and Job Characteristics on Employee Attachment to PT. Ching Luh Indonesia, either partially or simultaneously at PT. Ching Luh Indonesia. This study used associative method with quantitative approach. A lot of sampling was 78 people. Descriptive data analysis techniques are used to determine the picture of respondents' answer responses and data distribution, while inferential statistical analysis is for hypothesis testing. Data processing is assisted by Microsoft excel and SPSS software version 25. Based on the corr

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Kim, Eunbee, and Jeehye Choi. "The Effects Perceived Organizational Support on Organizational Planning: Focusing on the employees of lifelong educational organization." Korean Society of Culture and Convergence 44, no. 12 (2022): 1001–14. http://dx.doi.org/10.33645/cnc.2022.12.44.12.1001.

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This study is aimed to empirically verify the effects of perceived organizational support on organizational planning. To this end, it identified the mediating effects of fairness in the effect of the lifelong education organization’s organizational support on the planning and systematization, and among them, analyzed the controlled mediating effect of cooperative emotion. The results are as follows. First, it had a statistically significant effect on the planning and systematization through fairness. Second, the controlled mediating effect of the organization’s planning through cooperative emo

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Otaye-Ebede, Lilian, Paul Sparrow, and Wilson Wong. "The changing contours of fairness: using multiple lenses to focus the HRM research agenda." Journal of Organizational Effectiveness: People and Performance 3, no. 1 (2016): 70–90. http://dx.doi.org/10.1108/joepp-01-2016-0004.

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Purpose – Organizational justice research has become the main paradigm of research in the field of HRM. The purpose of this paper is to outline a number of underlying challenges to which this paradigm is ill-suited. It broadens the traditional understanding of what is meant by fairness within the HRM literature to help explain how justice judgements are formed and may be used to influence societal-level fairness processes. It develops a framework to aid the understanding of the fairness of decisions that individuals or organizations make. Design/methodology/approach – The paper presents a conc

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Jung, Hwan Min, and Jang Ryong Lee. "The Effect of Error Management Culture on Airline Pilots’ Job Satisfaction." Crisis and Emergency Management: Theory and Praxis 18, no. 7 (2022): 81–93. http://dx.doi.org/10.14251/crisisonomy.2022.18.7.81.

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This study was conducted to confirm the effect of the organizational fairness and airline error management culture that can affect the job satisfaction of airline pilots. Organizational fairness includes distribution justice, procedural justice, and interaction justice in detail, and error management culture is defined as a culture in which an organization maintains the view that its members’ errors occurred in the process of interacting with an uncertain environment. This study found that organizational fairness does not have a significant impact on the job satisfaction of civil aviation pilo

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Wiseman, Jennifer, and Amelia Stillwell. "Organizational Justice: Typology, Antecedents and Consequences." Encyclopedia 2, no. 3 (2022): 1287–95. http://dx.doi.org/10.3390/encyclopedia2030086.

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Organizational Justice is an individual’s perception that events, actions, or decisions within an organization adhere to a standard of fairness. Justice researchers have categorized justice into four types, differentiated by how fairness is evaluated by employees: distributive, procedural, interpersonal, and informational justice. Organizational justice perceptions have consequences for the employee and the organization: increasing job satisfaction, commitment, and trust; and decreasing turnover, counterproductive work behaviors, and even workplace violence. Contemporary organizational justice

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Hong, Eun Suk, Gye Shin Park, and Hyun Sook Kim. "The Experiences and Needs of Early Childhood Special Education Teachers for the Organizational Culture of Early Childhood Special Education Institutions." Korean Journal of Early Childhood Special Education 22, no. 3 (2022): 1–30. http://dx.doi.org/10.21214/kecse.2022.22.3.1.

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The purpose of this study is to examine the experiences and needs of early childhood special education teachers for the organizational culture of early childhood special education institutions. A focus group interview was conducted with 11 early childhood special education teachers working for special classes in kindergarten and special education kindergartens. As a result of the study, 3 themes, 11 subcategories, and 30 main concepts were derived. Specific research results are as follows. First, early childhood special education teachers presented four types of organizational culture experien

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Nichols, Jane L. "The Influence of Coworker Justice Perceptions on Worksite Accommodations and the Return to Work of Persons with Disabilities." Journal of Applied Rehabilitation Counseling 39, no. 3 (2008): 33–39. http://dx.doi.org/10.1891/0047-2220.39.3.33.

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This literature review explores research on coworker justice perceptions regarding workplace accommodation necessary in the employment of persons with disabilities. A review of rehabilitation counseling and organizational psychology literature yielded meaningful research acknowledging the importance of coworker's attitudes pertaining to accommodations of employees with disabilities. Research findings suggest that the behaviors of workplace employees are influenced by their feelings of fairness. In the organizational literature the term justice is equivalent to fairness. Research indicates that

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Lee, Sanghyun, Sounman Hong, Won-Yong Shin, and Bong Gyou Lee. "The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis." Sustainability 15, no. 24 (2023): 16717. http://dx.doi.org/10.3390/su152416717.

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This study explores the impact of COVID-19 layoffs on surviving employees’ perceptions at Airbnb, a key player in the hospitality industry, during the global pandemic. The crisis brought organizational justice into sharp focus, raising questions about fairness, employee satisfaction, and trust in management. Utilizing an interpretivist approach, we conducted fifteen semi-structured interviews with Airbnb employees who survived the layoffs. Accompanied by a comprehensive literature review, our analysis delved into the challenges these employees encountered. The thematic analysis uncovered insig

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Sarkar, Priya, and Cynthia C. S. Liem. ""It's the most fair thing to do but it doesn't make any sense": Perceptions of Mathematical Fairness Notions by Hiring Professionals." Proceedings of the ACM on Human-Computer Interaction 8, CSCW1 (2024): 1–35. http://dx.doi.org/10.1145/3637360.

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We explore the alignment of organizational representatives involved in hiring processes with five different, commonly proposed fairness notions. In a qualitative study with 17 organizational professionals, for each notion, we investigate their perception of understandability, fairness, potential to increase diversity, and practical applicability in the context of early candidate selection in hiring. In this, we do not explicitly frame our questions as questions of algorithmic fairness, but rather relate them to current human hiring practice. As our findings show, while many notions are well un

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Tsachouridi, I. "Integrating Fairness Evaluations into Social Comparison Processes: The Construct of Fairness of Relative Perceived Organizational Support (FRPOS)." International Journal of Business Science and Applied Management 16, no. 3 (2021): 88–100. http://dx.doi.org/10.69864/ijbsam.16-3.154.

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This study incorporates fairness evaluations into social comparison processes and proposes a new construct, namely Fairness of Relative Perceived Organizational Support (FRPOS). FRPOS captures an employee's belief that it is fair to receive higher organizational support than his/her coworkers. The effects of FRPOS on intent to quit through Perceived Organizational Support (POS) are examined. Moreover, this study investigates whether Relative Perceived Organizational Support (RPOS) moderates the relationship between FRPOS and subsequent employee reactions. Based on a field study in which 289 em

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Thi, Huu Ai Nguyen, Xuan Huong Le Thi, and Hong Quyen Mai Thi. "Research on Organizational Fairness for Employees, Empirical Assessment at Vietnamese Non-Life Insurance Enterprises." INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS 06, no. 09 (2023): 4533–37. https://doi.org/10.5281/zenodo.8395011.

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The goal of our research is to evaluate fairness in organizations. Find out the reality of fairness in non-life insurance businesses and how employees perceive this fairness. Propose our solutions to improve fairness in businesses. Using the general research method, we see that the issue of fairness in organizations has not received much research attention in Vietnam. Through evaluating documents, reports, and typical scientific articles in the world and Vietnam on fairness in organizations, we have built a theoretical basis for the article. In addition, the study also used a survey method for

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Chiu, Holly H., Ghea Sekar Palupi, and Yu-Qian Zhu,. "Workers’ Affective Commitment in The Gig Economy: The Role of IS Quality, Organizational Support, and Fairness." Pacific Asia Journal of the Association for Information Systems 14 (January 2022): 52–76. http://dx.doi.org/10.17705/1pais.14303.

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Background: The rapidly growing gig economy brings lots of opportunities and challenges, and one of them is workers’ affective commitment. Because of the gig economy’s nature, gig workers depend on the technology-enabled platform to finish their tasks. We investigate how gig workers’ perception of the platform’s quality, or IS quality, will affect how they perceive organizational support and fairness, which further affects their affective commitment. Method: We surveyed 239 Uber drivers in Indonesia to test our model via snow-balling technique. We used PLS with a second-order formative constru

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Dubinsky, Alan J., Masaaki Kotabe, and Chae Un Lim. "Effects of Organizational Fairness on Japanese Sales Personnel." Journal of International Marketing 1, no. 4 (1993): 5–24. http://dx.doi.org/10.1177/1069031x9300100402.

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Research has found that perceptions of equity can affect such critical variables as job satisfaction, withdrawal tendencies, and performance of U.S. workers. Whether similar results would generalize to sales personnel in the equity-oriented Japanese environment is unknown. This article presents the results of a study that examined the influence of organizational fairness (a measure of perceived equity) on Japanese salespeople's job satisfaction, organizational commitment, motivation, and performance. Findings indicate that organizational fairness has an impact on Japanese sales personnel. Impl

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Hidayah, Nur, Didik Subiyanto, and Tri Ratna Purnamarini. "THE INFLUENCE OF THE WORK ENVIRONMENT, ORGANIZATIONAL CULTURE AND ORGANIZATIONAL JUSTICE ON ORGANIZATIONAL COMMITMENT EMPLOYEES OF PT MANDIRI JOGJA INTERNASIONAL." Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo 18, no. 1 (2025): 75–91. https://doi.org/10.21107/pamator.v18i1.28843.

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This study examines the influence of the work environment, organizational culture, and organizational justice on organizational commitment. This study uses a quantitative method by involving all employees of PT Mandiri Jogja International, totaling 80 people, as the population and sample. The sampling technique used is saturated sampling, which is included in the category of non-probability sampling. Data collection is carried out through questionnaires, and data quality is guaranteed through validity, reliability, and classical assumption tests (including normality, multicollinearity, and het

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I, Komang Barga Wisada Penida, Wayan Widnyana I, and Gede Cahyadi Putra I. "The Role of Work Satisfaction in Mediating the Influence of Performance Benefits and Organizational Fairness on Employee Performance at Puskesmas Banjarangkan I Klungkung Regency." International Journal of Management and Economics Invention 09, no. 09 (2023): 3083–92. https://doi.org/10.5281/zenodo.8347537.

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Abstract The Puskesmas Banjarangkan I in Klungkung Regency is one of the health service units contributing to providing healthcare services to the community. However, the minimum performance targets have not yet been achieved. The important idea that emerges is to convey the significance of performance allowances and organizational fairness to increase employee satisfaction and thereby enhance their performance. The purpose of the research is to reveal how work satisfaction mediates the influence of performance allowances and organizational fairness on employee performance at the Puskesmas Ban

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Tyas Wiritanaya, Dhea Nabila Syahrani, Ismail Ahmad Mubarak, and Lusiana Lusiana. "Pengembangan Model Komunikasi Organisasi Berbasis Nilai-Nilai Islam." Jurnal Multidisiplin Indonesia 1, no. 4 (2023): 69–78. https://doi.org/10.62007/joumi.v1i4.118.

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This research explores the characteristics of Islamic values-based organizational culture and the development of communication models that reflect Islamic principles. Islamic organizational culture reflects the implementation of Islamic teachings in organizational norms, behavior, and policies. These cultural characteristics, such as fairness, transparency, civility, honesty, and responsibility, are integrated into organizational communication models. This model of communication reinforces Islamic values, creating an ethical and harmonious working environment. Fairness in communication emphasi

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