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Organizational Justice


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Organizational Justice

In today’s developing work life, organizational justice is increasingly important to the welfare of the organization, managers, and employees. Organizational justice shows how employees view the fairness of work-related issues in the workplace and the trust they have in the organization and its management.
According to Burge, the study of organizational justice is important for three reasons: 1. Justice is a social aspect that strongly affects every-day life, whether it is social or organizational. 2. The most important asset of any organization is its members, and the manner in which they are treated influences behaviors such as commitment, trust, performance, and turnover. 3. Since the global workforce is becoming more educated and skilled, workers are demanding not only better jobs with better pay, but also more respect and dignity in their work environment. (as cited in Marjani & Ardahaey, 2012, p. 125)
Some theorists such as Schmink, Cropanzano, and Rupp (as cited in Marjani & Ardahaey, 2012) have stated that organizational justice is influenced by the structure of the organization and that organizational structure, justice, and ethics are potentially related. The way organizational members view the justice and the fairness they receive from the organization will affect the way they work and interact with others in their group or team. These factors, in turn greatly affect the organization’s effectiveness and efficiency.
Studies have linked organizational justice to the actual health of the organization’s members. A study in the “American Journal of Public Health” showed that a state of distress is instilled in members who have put in a great amount of effort but received low salary and job security. The procedures that determine how these rewards will be distributed also affect members. These issues are shown to

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