Relative effects of procedural and distributive justice on employee attitudes.

摘要: This study investigated the relative influence of two aspects fairness, procedural and distributive justice, on employee attitudes: organizational commitment satisfaction with pay. Hierarchical regression analysis data from 36 employees one organization indicated that variance in was uniquely associated factors, whereas pay factors. Thibaut Walker's (1975) pioneering studies justice examined alternative dispute-resolution models used most frequently legal settings. A number their investigations concerned objective functioning these competing process; is, an examination how actual decisions varied as a result using different procedures. At same time, they also noted importance other considerations. However, this kind information about what actually happens can provide, our opinion, only partial basis for selecting model to serve particular purpose. It is necessary know each possible choices perceived evaluated by persons subject process who may at some future time have rights decided similar setting. subjective measure crucial because major aims resolve conflicts such way bind up social fabric encourage continuation productive exchange between individuals. (p. 67) passage emphasizes favorable evaluations methods - perceptions fairness are central operation system. l.ndeed, areessential theallegiance, commitment, loyalty citizens society grounded law. Continued support system hinges Procedures make judgments. The present addresses analogous situation business organizations. Many organizations (e.g., promotions, raises) involve judging people, typicaliy called Performance appraisai. We interested performance appraisals. suggest Perceptions strong impact level