Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity.
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| - Organisationale Gerechtigkeit (de)
- 조직공정성 (ko)
- Organizational justice (en)
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| - 조직공정성(組織公正性)은 조직 구성원들이 조직으로부터 받는 대우의 공정한 정도를 의미한다. 종업원의 조직공정성에 대한 인식이 이들의 태도와 과업성과를 결정하기 때문에 모든 사회과학 분야에서 많은 관심을 쏟고 조직공정성에 대한 연구를 하고 있다. 조직공정성에는 결과에 대한 보상 등을 분배하는 데에 대한 공정성인 분배공정성, 프로세스적 공정인 절차공정성, 인간관계 등 관계에 대한 공정성인 상호작용 공정성으로 나뉘고 현재 절차공정성과 상호작용 공정성의 중요성이 높아지고 있는 중이다. (ko)
- Organisationale Gerechtigkeit (engl. organizational justice), auch organisationale Fairness, ist ein Konzept der Arbeits- und Organisationspsychologie, welches sich auf die subjektiv wahrgenommene Gerechtigkeit von Mitarbeitern im Arbeitskontext innerhalb einer Organisation bezieht. Als gerecht gilt, was als gerecht erlebt wird. (de)
- Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity. (en)
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| - Organisationale Gerechtigkeit (engl. organizational justice), auch organisationale Fairness, ist ein Konzept der Arbeits- und Organisationspsychologie, welches sich auf die subjektiv wahrgenommene Gerechtigkeit von Mitarbeitern im Arbeitskontext innerhalb einer Organisation bezieht. Als gerecht gilt, was als gerecht erlebt wird. Die Wahrgenommene Gerechtigkeit nimmt Einfluss auf das Verhalten, die Einstellungen, die Motivation und die Arbeitszufriedenheit von Arbeitnehmern im Arbeitskontext. Sie fördert organisatorisches Engagement, effektive Arbeitsleistung sowie Organizational Citizenship Behaviour und reduziert negative Auswirkungen wie Stress am Arbeitsplatz.Gegenstand der subjektiv wahrgenommenen Gerechtigkeit sind die distributive, prozedurale und interaktionale Gerechtigkeit. Diese befassen sich mit der fairen Verteilung von Ressourcen, Entscheidungsprozessen und zwischenmenschlichen Interaktionen. Ein verwandtes Konzept der organisationalen Gerechtigkeit ist die Corporate Social Responsibility. Während sich ersteres auf die Wahrnehmung von Gerechtigkeit von Individuen innerhalb einer Organisation fokussiert, bezieht sich letzteres auf den gerechten Umgang mit Individuen und Gruppen außerhalb der Organisation. Corporate Social Responsibility baut auf einen Mechanismus, mit dem Unternehmen ihre Leistung im Einklang mit moralischen und gesellschaftlichen Standards überwachen und regulieren. Der daraus resultierende positive Einfluss ist von Vorteil für ihre Stakeholder. Organisationen agieren daher über das Mindestmaß sozialer Normen hinaus, wovon letztlich die Allgemeinheit der Gesellschaft profitiert. (de)
- Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity. Justice or fairness refers to the idea that an action or decision is morally right, which may be defined according to ethics, religion, fairness, equity, or law. People are naturally attentive to the justice of events and situations in their everyday lives, across a variety of contexts. Individuals react to actions and decisions made by organizations every day. An individual's perceptions of these decisions as fair or unfair can influence the individual's subsequent attitudes and behaviors. Fairness is often of central interest to organizations because the implications of perceptions of injustice can impact job attitudes and behaviors at work. Justice in organizations can include issues related to perceptions of fair pay, equal opportunities for promotion, and personnel selection procedures. There are two forms of Organizational Justice; outcome favorability and outcome justice. Outcome favorability is a judgement based on personal worth, and outcome justice is based on moral propriety. Managers often believe that employees think of justice as justice the desired outcome. (en)
- 조직공정성(組織公正性)은 조직 구성원들이 조직으로부터 받는 대우의 공정한 정도를 의미한다. 종업원의 조직공정성에 대한 인식이 이들의 태도와 과업성과를 결정하기 때문에 모든 사회과학 분야에서 많은 관심을 쏟고 조직공정성에 대한 연구를 하고 있다. 조직공정성에는 결과에 대한 보상 등을 분배하는 데에 대한 공정성인 분배공정성, 프로세스적 공정인 절차공정성, 인간관계 등 관계에 대한 공정성인 상호작용 공정성으로 나뉘고 현재 절차공정성과 상호작용 공정성의 중요성이 높아지고 있는 중이다. (ko)
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