Organizational Justice

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The authors critically examined evidence gathered in an experiment by K. Rasinski published in the Journal of Personality and Social Psychology in 1987, in which subjects (either white females or African-American males) believed the hiring process to be fairer when no justification was given than when affirmative action was given as reason. This will be relevant to my research in that it shows the perception of affirmative action is that it is unfair. judging on basis other than qualifications. This article is similar to the following article which expresses concern on the fairness of hiring processes and the perceived justice of an organization. Also, coupled with the articles on age and gender discrimination these selections form a knowledge basis of the major issues of organizational justice.
This article explores the idea that hiring is too much a subjective process, which could be effectively combated by forming an assessment that job candidates must fill out. This would allow the interviewer/hiring manager to analyze how the candidate would fit into the position instead of how the manager feels about the candidate. Richard Morin is the principal of and as such has experience with both creating and maintaining assessments for a multitude of companies. This article would be extremely useful in terms of my research in that it reiterates the need for justice in an organization and yet offers a viable solution to the dilemma of fairness in hiring. This would allow for better perception of fairness in organizations from the beginning. Compounding on the knowledge of McMillian-Capeheart and Orlando’s paper which found affirmative action to be perceived as unfair, a solution to the hiring process that would take the subjective out of it would be an important discovery. Also mentioned was the idea that the hiring process be molded to fit the requirements of the open position, allowing opportunity in the assessment of candidates to judge predisposition to workplace deviance as referred to by Henle.
Bibby, Courtney L. Should I stay or should I leave Perceptions of age discrimination, organizational justice, and employee attitudes on intentions to leave Journal of Applied Management and Entrepreneurship 2008 pg 63-86
Courtney Bibby is affiliated with Lynn University. This paper studies literature to examine employee perceptions of age discrimination, organizational justice, and employee attitudes as factors that attribute to an employee’s intentions to leave. Four research hypotheses were created based on empirical studies examined in the review of literature and the related theoretical underpinnings. They are 1. Young adult engineers perceive more age discrimination and have greater intentions to leave than other age groups of engineers. 2. There are significant curvilinear relationship between age and perceived age discrimination, perceived organizational justice, and intentions to leave. 3. Age, perceived age discrimination, perceived organizational justice, and employee attitudes are significant explanatory variables of intentions to leave among engineers.