Distributive, Procedural Justice as Fundamentals of Labor Relations, Negotiation, and Conflict Resolution The fact that distributive and procedural justice, components of organizational justice can be use effectively to moderate or influence job satisfaction, perfrmance, and organizational commitment is testimomy that it can also be used to impact labor relations, negotiation, and conflict resolution (Jinhong, Song, & Stringfellow, 1998). In organizations, labor relations, negotiation, and conflict resolution involve more than two parties, and thus the ability to get an amicable solution lies in a deeper understanding of the root cause of the disharmony as well as the ability to come up with a win-win situation (Ribeiro & Semedo, 2014).
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Gone are the days when employees were perceived as numbers, not partners or human capital that needs to be treated with respect. The growing public clamor for improved workplace recognition has taken center stage as employers devise ways and means of retaining employees due to competition for scarce skills. Additionally, organizations have realized that the costs associated with turnover need to be harnessed to survive in this 21st century work environment. One way to achieve this is through organizational justice. According to Ali & Jan (2012), issues pertaining to organizational justice include fairness, workplace behavior, disengagement, counterproductive workplace behaviors, job satisfaction, performance, and organizational commitment. As noted by Al-Zubi (2010), injustice within the organization can lead to both positive and negative employee perceptions that can have a detrimental effect on the …show more content…
Prior studies indicate that when employees are satisfied with their job, there is little room for job dissatisfaction, even in a situation where an employer downsizes; however, the same is not true when employees are dissatisfied and an employer engages in eliminating positions (Dailey & Kirk, 1992; Wang, Liao, & Chang; Sondak & Stuhlmacher, 2009).
Research Question
RQ1 What roles do distributive and procedural justice play in influencing job satisfaction, performance, and organizational commitment when taking into account gender and cultural issues?
RQ2 What roles do distributive and procedural justice play in influencing labor relations, negotiation, and conflict resolution when taking in account gender and cultural issues?
Gone are the days when employees were perceived as numbers, not partners or human capital that needs to be treated with respect. The growing public clamor for improved workplace recognition has taken center stage as employers devise ways and means of retaining employees due to competition for scarce skills. Additionally, organizations have realized that the costs associated with turnover need to be harnessed to survive in this 21st century work environment. One way to achieve this is through organizational justice. According to Ali & Jan (2012), issues pertaining to organizational justice include fairness, workplace behavior, disengagement, counterproductive workplace behaviors, job satisfaction, performance, and organizational commitment. As noted by Al-Zubi (2010), injustice within the organization can lead to both positive and negative employee perceptions that can have a detrimental effect on the …show more content…
Prior studies indicate that when employees are satisfied with their job, there is little room for job dissatisfaction, even in a situation where an employer downsizes; however, the same is not true when employees are dissatisfied and an employer engages in eliminating positions (Dailey & Kirk, 1992; Wang, Liao, & Chang; Sondak & Stuhlmacher, 2009).
Research Question
RQ1 What roles do distributive and procedural justice play in influencing job satisfaction, performance, and organizational commitment when taking into account gender and cultural issues?
RQ2 What roles do distributive and procedural justice play in influencing labor relations, negotiation, and conflict resolution when taking in account gender and cultural issues?