Organizational justice research: A review, synthesis, and research agenda

Abstract

We conducted a general, semi‐systematic literature review on organizational justice. Based on this review, we first explored the various ways in which organizational justice was conceptualized. Second, we explained the importance of organizational justice by reviewing and synthesizing theoretical frameworks in organizational justice research and studies that analyzed the effects of justice on employee outcomes. Subsequently, we shifted the focus from the individual to the team level by reviewing and synthesizing justice climate and peer justice research. To expand prior research and stimulate future research, we presented several avenues for future research, such as the cultural sensitivity of justice, justice in diverse work environments, justice and conflict, and the changing nature of work and justice. We also created a theoretical foundation for the integration of organizational justice with research on workplace conflict, diversity and dissimilarity, cultural values, relationships with coworkers, and the changing nature of work.

From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms

“…First, our research deepens the comprehension of why supervisor fairness influences job satisfaction by examining six distinct explanatory mechanisms derived from different theoretical perspectives on fairness research. Previous organizational justice research has developed several theoretical frameworks, arguing that employees respond to fairness due to reasons like outcome favorability, maintaining a positive identity, trustworthiness, feelings of uncertainty, morality and felt obligations (Adamovic, 2023; Colquitt et al ., 2005a; Cropanzano and Ambrose, 2015; Moliner et al ., 2017). We show that each theoretical perspective provides a nuanced explanation and mechanism about why supervisor fairness influences job satisfaction.…”

“…With the increasing recognition of fairness, justice and morality in the workplace and business, organizational justice research has become one of the most important areas in organizational behavior research (Adamovic, 2023; Moliner et al ., 2017). To expand organizational justice research, we compare six distinct explanatory mechanisms from organizational justice research to illuminate why and how supervisor fairness influences job satisfaction.…”

“…In other words, we delve into the question: Why do employees care about fairness when they could focus on other concerns? This inquiry represents one central debate in organizational justice research (Adamovic, 2023; Colquitt, 2008). Prior organizational justice research has provided various theoretical arguments to explain why supervisor fairness predicts employee outcomes (Cropanzano and Ambrose, 2015; Moorman and Byrne, 2005).…”

Expatriate Academics’ Positive Affectivity and Its Influence on Creativity in the Workforce Indigenization Context: Revealing the Role of Perceived Fairness

“…Lind and van den Bos (2002, p. 216) state "What appears to be happening is that people use fairness to manage their reactions to uncertainty, finding comfort in related or even unrelated fair experiences and finding additional distress in unfair experiences". Thus, in the context of uncertainty (e.g., indigenization), individuals gather all available justice-related information (Adamovic 2023). Accordingly, when expatriates are uncertain or attend uncertain events related to indigenization, they become more concerned about fairness and justice issues (Lind and van den Bos 2002).…”

The Impact of Artificial Intelligence Replacing Humans in Making Human Resource Management Decisions on Fairness: A Case of Resume Screening

“…Only in this manner can we improve the rationality and viability of decision making while accurately reflecting the requirements and interests of all stakeholders [3]. Secondly, fairness helps to improve the acceptability of decision making [4]. A fair decision-making process increases the likelihood that the parties involved will accept it in the end.…”