Fairness in the Workplace A Global Perspective

Fairness in the Workplace takes a multi-dimensional approach to the concept of organizational fairness, one that views organizational fairness as being comprised of procedural justice, organizational politics, organizational trust, and psychological contract breach, all of which are indicators of the global evaluation of the (un)fairness of the organization. This evaluation, in turn, predicts the employees' attitudes and behaviors. Such an approach moves from a simplified view of the focal constructs as unique perceptions to a more nuanced understanding of each construct as representing one aspect of the overall assessment of the organization as fair or unfair. By combining them into a concept that represents a higher level of abstraction, we can develop a robust scale with which to measure organizational (un)fairness that has the potential to improve our predictions about employees' attitudes and behaviors. This approach expands existing motivation theories. Furthermore, the book covers the relationship between organizational fairness and organizational outcomes.

Aaron Cohen is Professor at the Department of Political Science, University of Haifa, Israel. His current research interests include commitment in the workplace, organizational fairness, and misbehavior in organizations. His work has been published in the Academy of Management Journal, Journal of Vocational Behavior, Journal of Management, Journal of Organizational Behaviour, Human Resource Management, Human Relations, Cross-cultural Psychology, Applied Psychology: an International Review, Human Resource Management Review.

PART I: INTRODUCTION
1. The Conceptual Framework Of Organizational Fairness
PART II: COMPONENTS OF ORGANIZATIONAL FAIRNESS
2. Organizational Justice
3. Organizational Politics
4. Psychological Contract
5. Organizational Trust
PART III: HOW DO THE COMPONENTS OF ORGANIZATIONAL FAIRNESS FIT TOGETHER? TOWARD AN INTEGRATIVE APPROACH TO ORGANIZATIONAL FAIRNESS
6. An Integrative Approach To Organizational Justice
7. Beyond Organizational Justice: An Integrative Approach To Organizational Fairness
PART IV: THE DEVELOPMENT OF ORGANIZATIONAL FAIRNESS
8. The Determinants And The Process Of Fairness Perceptions
PART V: FAIRNESS AND WORK OUTCOMES
9. The Relationship Between Organizational Fairness And Work Outcomes
PART VI: CULTURAL ASPECTS OF ORGANIZATIONAL FAIRNESS
10. Culture, Values And Fairness
PART VII: SYNTHESIS AND SUMMARY
11. Where Do We Go From Here? Conclusions And Recommendations For Future Research