Organizational Justice and Psychological Contract Essay -- Human Resou

1. organizational juristThe idea of justice has become noticeable construct in the organizational studies. Researchers and practitioners put a great attention to the concepts of justice in the organization because of the potential results from the study. Perceptions of uncloudedness are used as grave factors in relieveing, predicting and understanding human behavior in organizations (Hartman & Galle Jr., 1999 Martin & Bennett, 1996 Viswesvaran & Ones, 2002). As Colquitt et al. (2001a) explain that a number of studies on organizational justice have shown that fair treatment has a signifi give the axet effect on the attitudes of individual employees, such as satisfaction and commitment, and individual behavior, such as attendance and citizenship behavior.A number of studies explain that justice plays important role in explaining random variable in work attitude and behaviors. Studies shows that application of fair conduct from counsel deliver a positive message to employees that they can be trusted, thereby reducing the fear of exploitation while enhancing the legitimacy of the actions the organization (Lind, 2001, Tyler and Lind, 1992 and forefront den Bos, 2001a). Fair treatments will reduce some uncertainty in the daily work life and makes the situation faced by employees can be predicted and controlled (Lind and Van den Bos, 2002 and Thibaut and Walker, 1975). Just behavior has the potential to draw more meaning of work life (Cropanzano et al, 2001 and Folger, 1998.). a.Definition and Forms of Organizational JusticeThe concept of organizational justice is a broad, multifaceted construct, encompassing several(prenominal) dimensions. Perceived justice previously discussed in two different perspectives. As Greenberg (1990) give details, that initia... ...1), 137-152.Robinson, S. L., & Morrison, E. W. (1995). Psychological contracts and OCB The effect of unfulfilled obligations on civic law behavior. diary of Organizational Behavior, 16(3), 289-298.Robi nson, S. L., & Rousseau, D. M. (1994a). Violating the psychological contract Not the exception simply the norm. Journal of Organizational Behavior, 15(3), 245-259.Rousseau, D. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121-139.Rousseau, D. M. (2001). Schema, promise and mutuality The building blocks of the psychological contract. Journal of Occupational & Organizational Psychology, 74(4), 511.Simons, T., & Roberson, Q. (2003). Why managers should care more or less fairness The effects of aggregate justice perceptions on organizational outcomes. Journal of Applied Psychology, 88(3), 432-443.