5Jason A. ColquittUniversity of FloridaJerald GreenbergThe Ohio State UniversitySocial scientists long have noted that feelings of justice and injustice are experienced commonly in everyday life (Cohen, 1986). This is especially so
on the job, where employees are sensitive to matters such as how much
they are paid relative to others, how openly and consistently decisions are
made, and how thoroughly and sensitively these decisions are explained
to them (Greenberg, 1996). Such experiences reflect the domain of organizational justice—a term coined by Greenberg (1987) to refer to the extent to
which people perceive organizational events as being fair. Specifically, organizational justice is widely regarded to take three major forms.
A Fair Assessment
of the State of the Literature
|• ||Distributive justice: The perceived fairness of decision outcomes,
such as pay. Distributive justice is promoted by following appropriate norms (e.g., equity, equality, or need) for allocating resources
(Adams, 1965; Deutsch, 1975; Homans, 1961; Leventhal, 1976).|
|• ||Procedural justice: The perceived fairness of the procedures used to
make decisions. Procedural justice is fostered by the use of certain |
Questia, a part of Gale, Cengage Learning. www.questia.com
Book title: Organizational Behavior: The State of the Science.
Contributors: Jerald Greenberg - Editor.
Publisher: Lawrence Erlbaum Associates.
Place of publication: Mahwah, NJ.
Publication year: 2003.
Page number: 165.
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