Organizational Justice: Types, Principles, and Responses

Vocabulary flashcards covering the core types of organizational justice (distributive, procedural, interactional), Equity Theory mechanisms, and behavioral models of justice.

Distributive Justice

The fairness with which outcomes and valued resources are distributed among members within a collective, unit, or group.

Outcomes

Valued resources and rewards (such as pay or recognition) distributed by a collective, unit, or group.

Inputs

The contributions an individual provides to a collective, unit, or group.

Equity Principle

A distributive justice principle where outcomes are allocated based on individuals' inputs or contributions, aligning with merit and productivity.

Equality Principle

A distributive justice principle where each person receives the same outcome regardless of their individual contributions, often prioritized to promote harmony.

Need Principle

A distributive justice principle where outcomes are distributed according to who requires them the most, often prioritized for the goal of development.

Reciprocity Principle

A distributive justice principle where outcome allocation is based on mutuality.

Equity Theory

A theory proposing that individuals perceive fairness by comparing their ratio of inputs and outcomes to that of a relevant comparison other.

Overpayment Inequity

A condition in Equity Theory where an individual receives greater outcomes relative to their inputs compared to a comparison other, typically inducing feelings of guilt.

Underpayment Inequity

A condition in Equity Theory where an individual receives fewer outcomes relative to their inputs compared to a comparison other, typically inducing feelings of anger.

Six Ways to Restore Equity

Behavioral and cognitive strategies used to resolve inequity: changing inputs, changing outcomes, distorting one's own inputs/outcomes, distorting comparison other's inputs/outcomes, changing the comparison other, or leaving the situation.

Greenberg Office Move Study

A workplace study examining performance before, during, and after an office move, demonstrating that the behavioral effect of underpayment inequity is stronger than overpayment inequity.

Procedural Justice

The fairness of the process and rules used to determine the distribution of outcomes, including consistency, bias-suppression, accuracy, and ethicality.

Voice

A procedural justice rule requiring that decision-making processes represent all views by allowing individuals participation and input.

Interactional Justice

The fairness of interpersonal treatment experienced during the enactment of procedures or when outcomes are communicated.

Informational Justice

A component of interactional justice defined as the fairness, adequacy, and truthfulness of explanations provided about why procedures were used or why outcomes were distributed.

Interpersonal Justice

A component of interactional justice reflecting the degree to which people are treated with dignity and respect by authorities involved in executing procedures or determining outcomes.

Control Model

A theoretical explanation for why justice matters, stating that fair procedures help guarantee favorable outcomes over the long run.

Group-Value Model

A theoretical explanation for why justice matters, stating that fair interpersonal treatment signals that authorities value and respect us.