Literature Review
Organisational Justice
Organisational justice theory refers to an employee’s perception of fairness regarding decisions, behaviours, and outcomes within an organisation (Greenberg, 1987). These perceptions may have a positive impact and encourage employees to strive for success. Alternatively, they can negatively affect work performance to the detriment of organisations.
The central tenet underpinning organisational justice theory is the concept of fairness which dictates what is considered ethically right and wrong (Schminke, Ambrose & Noel, 1997). Employees across all industries expect to be treated fairly by management for the time and effort invested into their work (Cropanzano & Baron, 1991).
When management decisions and actions are thought to be unfair, unjust or unwarranted; employees become disgruntled and resentful towards management (Folger, 1993). Additionally, employees who perceive organisational injustice are inclined to unhealthy behaviours, for example alcoholism, dysfunctional workplace behaviour, like absenteeism, and inequity distress, such as clinical …show more content…
Whilst these perceptions may be incorrect, they have a significant toll on employee emotions and job satisfaction nonetheless (Brockner, Tyler, & Cooper-Schneider, 1992). It is therefore vital that organisational justice exists in the workplace to protect employees whilst simultaneously ensuring company productivity and profitability (Zapata-Phelan, Colquitt, Scott & Livingston, 2009).
Organisational justice theory encompasses three different elements: distribution justice, procedural justice and interactional justice (Greenberg, 1993). In the case study “What happened to my work-life balance?”, these three distinct elements can be observed and each is critical in supporting employee health and wellbeing (McDowall & Fletcher,
Organisational Justice
Organisational justice theory refers to an employee’s perception of fairness regarding decisions, behaviours, and outcomes within an organisation (Greenberg, 1987). These perceptions may have a positive impact and encourage employees to strive for success. Alternatively, they can negatively affect work performance to the detriment of organisations.
The central tenet underpinning organisational justice theory is the concept of fairness which dictates what is considered ethically right and wrong (Schminke, Ambrose & Noel, 1997). Employees across all industries expect to be treated fairly by management for the time and effort invested into their work (Cropanzano & Baron, 1991).
When management decisions and actions are thought to be unfair, unjust or unwarranted; employees become disgruntled and resentful towards management (Folger, 1993). Additionally, employees who perceive organisational injustice are inclined to unhealthy behaviours, for example alcoholism, dysfunctional workplace behaviour, like absenteeism, and inequity distress, such as clinical …show more content…
Whilst these perceptions may be incorrect, they have a significant toll on employee emotions and job satisfaction nonetheless (Brockner, Tyler, & Cooper-Schneider, 1992). It is therefore vital that organisational justice exists in the workplace to protect employees whilst simultaneously ensuring company productivity and profitability (Zapata-Phelan, Colquitt, Scott & Livingston, 2009).
Organisational justice theory encompasses three different elements: distribution justice, procedural justice and interactional justice (Greenberg, 1993). In the case study “What happened to my work-life balance?”, these three distinct elements can be observed and each is critical in supporting employee health and wellbeing (McDowall & Fletcher,