Fairness in the workplace: organizational justice and the employment relationship

Laundon, Melinda; McDonald, Paula; Cathcart, Abby

doi:10.4337/9781786439017.00028

Cited by 4 publications

(2 citation statements)

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“…Relationships between buyers (receivers of justice) and sellers (givers of justice) provide social elements that influence attitudinal and behavioural reactions in addition to economic transactions (Huang et al , 2020; Zhou et al , 2020). Previous studies highlighted the importance of fairness in organisational contexts from a giver of justice viewpoint, such as teams, mergers and acquisitions and, notably, supply chain relationships (Fernando and Wulansari, 2021; Laundon et al , 2019). However, the study of fairness in organisations has typically been at the individual level and more towards the intra-organisational level.…”

Section: Literature Reviewmentioning

confidence: 99%

Supply chain integration and halal frozen meat product returns

Fernando

Jasmi

Wahyuni-TD

et al. 2022

JIMA

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Purpose Halal frozen meat product returns are major challenges in the halal frozen meat supply chain because of the sheer volume and processing costs of returns. The purpose of this paper is to investigate the effect of integrated halal supply chain (IHSC) strategies on effective product returns with halal logistics (HL) as an interceding variable. Design/methodology/approach This paper used the cross-sectional technique to select samples from a population that revolved around the halal food industry in Malaysia. Data collected from halal service providers who handle halal frozen meat product returns provided insightful findings. Findings The findings of this paper indicate that the IHSC dimensions, such as interactive fairness, procedural fairness and service coverage, are positively associated with effective product returns. It also shows that HL plays a mediating role between the IHSC and effective product returns. Practical implications From a practical viewpoint, this paper suggests that an effective return service system can be designed to emphasise the category of interactive and flexible justice services through refunds or product replacement, depending on customer's demand. Originality/value The result of this paper provides insights into how logistics service provider managers effectively and efficiently handle the halal supply chain network when involving product returns.

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Section: Literature Reviewmentioning

confidence: 99%

Supply chain integration and halal frozen meat product returns

Fernando

Jasmi

Wahyuni-TD

et al. 2022

JIMA

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“…Objective dimensions, realised through structures and practices, afford equality, voice, well‐being, employment security and fair rewards. Here, the most immediate dignity threat, a reduction in pay, could be accompanied by a lack of felt fairness (Laundon et al, 2019). The requirement to navigate job insecurity during furlough is also likely heightened in the context of a pandemic (Weiland, 2020).…”

Section: Furlough: a Challenge To Dignity?mentioning

confidence: 99%

Life during furlough: Challenges to dignity from a changed employment status

Hamilton

Harness

Griffin

2022

Industrial Relations Journal

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In response to the COVID-19 virus, the UK government introduced the Job Retention Scheme in March 2020. The scheme, a novelty in the United Kingdom, provided income support to those furloughed from work. In this paper, we examine how individuals in several occupations and organisations experienced furlough and how they were treated during this enforced period of work absence. Beyond describing their experiences during the furlough, we examine how these experiences threatened and challenged their sense of dignity. Experientially we report on furlough as a time that elicited both delight and despair. The analysis of dignity relates to how treatment based on their employment status rendered many employees marginalised and cast adrift.

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What motivates academics for external engagement? Exploring the effects of motivational drivers and organizational fairness

Atta-Owusu

Fitjar

2021

Science and Public Policy

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Academics have different motivations for external engagement, including to acquire external resources for research (research advancement motivation), to contribute to society (prosocial motivation), or to acquire monetary benefits (pecuniary motivation). Universities also have varying policies for rewarding external engagement. This paper examines the relationship between academics’ motivations for engaging, their perceptions of the fairness of their universities’ policies, and their actual level of external engagement. Most academics consider contributing to the betterment of society as the most important reason for engagement, followed by the advancement of their research. Conversely, few academics consider obtaining personal income to be important. The perceived importance of all three motivations is positively associated with actual engagement behavior. Notably, the strength of research advancement motivation is more closely associated with external engagement than the strength of pecuniary motivation. However, perceptions of organizational fairness are not related to external engagement.

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Fairness in the workplace: organizational justice and the employment relationship

Cited by 4 publications

References 0 publications

Supply chain integration and halal frozen meat product returns

Supply chain integration and halal frozen meat product returns

Life during furlough: Challenges to dignity from a changed employment status

What motivates academics for external engagement? Exploring the effects of motivational drivers and organizational fairness

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