The Relationship between Organizational Fairness and Work Outcomes

Aaron Cohen
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Aaron Cohen: University of Haifa

Chapter 9 in Fairness in the Workplace, 2015, pp 147-188 from Palgrave Macmillan

Abstract: Abstract The real importance of every attitudinal concept in behavioral science lies in its ability to predict behavioral outcomes. In this, organizational fairness is no exception. Its contribution to a better understanding of employees’ behavior in the workplace should be evaluated based on the relationships of its components to work outcomes. This chapter focuses on this important aspect. Very few studies, however, have examined the relationship between various fairness constructs and work outcomes using the same design. Therefore, the review here covers the existing literature on the relationship between several forms of fairness and various work outcomes. Naturally, particular emphasis is given to the few studies that have examined more than one form of fairness in its relationship(s) to work outcomes.

Keywords: Organizational Commitment; Procedural Justice; Distributive Justice; Turnover Intention; Organizational Politics (search for similar items in EconPapers)
Date: 2015
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Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-1-137-52431-7_9

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DOI: 10.1057/9781137524317_9

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