engleski

Procedural and distributive justice in organizations: some empirical evidence

Organizational justice refers to the conditions of employment that lead individuals to believe they are been treated fairly or unfairly at work. There are at least two different types of fairness that influence work life: distributive justice (the perceived fairness of the outcomes or allocations that an individual receives) and procedural justice (an appraisal of the process by which an allocation decisions are made). Research shows that both of them are positively related with the various criterion variables at work, primarily employee motivation, attitudes toward work and organization, job performance and desired behavioral patterns. In spite of its importance, there is no systematical research of perceived fairness in organizations in our country. In this study the data from larger organizational climate research in Slovenia and Croatia are analyzed in the context of perceived organizational fairness. Theoretical benefits concerning the using of climate data in organizational justice research, as well as implications of the results for actual human resource management practice in organizations are discussed.

procedural justice; distributive justice

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