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Fairness in the workplace : a global perspective için kapak resmi
Başlık:
Fairness in the workplace : a global perspective
Yazar:
Cohen, Aaron, 1952- author
ISBN:
9781137524294
Yazar Ek Girişi:
Fiziksel Tanımlama:
xv, 264 pages ; 22 cm.
İçerik:
Part I: Introduction -- 1. The Conceptual Framework Of Organizational Fairness -- Part II: Components of Organizational Fairness -- 2. Organizational Justice -- 3. Organizational Politics -- 4. Psychological Contract Breach -- 5. Organizational Trust -- Part III: How Do the Components of Organizational Fairness Fit Together? Toward an Integrative Approach to Organizational Fairness -- 6. An Integrative Approach To Organizational Justice -- 7. Beyond Organizational Justice: An Integrative Approach To Organizational Fairness -- Part IV: The Development of Organizational Fairness -- 8. The Determinants And The Process Of Fairness Perceptions -- Part V: Fairness and Work Outcomes -- 9. The Relationship Between Organizational Fairness And Work Outcomes -- Part VI: Cultural Aspects of Organizational Fairness -- 10. Culture, Values And Organizational Fairness -- Part VII: Synthesis and Summary -- 11. Where Do We Go From Here? Conclusions And Recommendations For Future Research.
Özet:
"Fairness in the Workplace takes a multi-dimensional approach to the concept of organizational fairness, one that views organizational fairness as being comprised of procedural justice, organizational politics, organizational trust, and psychological contract breach, all of which are indicators of the global evaluation of the (un)fairness of the organization. This evaluation, in turn, predicts the employees' attitudes and behaviors. Such an approach moves from a simplified view of the focal constructs as unique perceptions to a more nuanced understanding of each construct as representing one aspect of the overall assessment of the organization as fair or unfair. By combining them into a concept that represents a higher level of abstraction, we can develop a robust scale with which to measure organizational (un)fairness that has the potential to improve our predictions about employees' attitudes and behaviors. This approach expands existing motivation theories. Furthermore, the book covers the relationship between organizational fairness and organizational outcomes. "
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Kitap EKOBKN0000669 331.2 COH 2015
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