Organizational Justice - Bibliography

Bibliography

• Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
• Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz :(Ed.), Advances in experimental social psychology (Vol. 2, pp. 267–299). New York: Academic Press.
• Al-Zu’bi, H. A. (2010). A study of relationship between organizational justice and job satisfaction. International Journal of Business and Management, 5(12), 102-109.
• Barsky, A., & Kaplan, S. A. (2007). If you feel bad, it’s unfair: A quantitative synthesis of affect and organizational justice perceptions. Journal of Applied Psychology, 92, 286–295.
• Barsky, A., Kaplan, S. A., & Beal, D.J. (2011). Just feelings? The role of affect in the formation of organizational fairness judgments. Journal of Management, 37, 248-279.
• Bies, R. J., & Moag, J. F. (1986). Interactional justice: Communication criteria of fairness. In R.J. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiations in organizations (Vol. 1, pp. 43–55).Greenwich, CT: JAI Press.
• Bies, R. J., & Shapiro, D. L. (1988). Voice and justification: their influence on procedural fairness judgments. Academy of Management Journal, 31, 676-685.
• Carroll, A. B. (1999). Corporate social responsibility. Business and Society, 38, 268-295.
• Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86, 278-321.
• Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
• DeConick, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees’ level of trust. Journal of Business Research, 63, 1349-1355.
• Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9–22.
• Greenberg, J. (1990). Organizational justice: yesterday, today, and tomorrow. Journal of Management, 16, 399-432.
• Greenberg, J., & Folger, R. (1983). Procedural justice, participation and the fair process effect in groups and organizations. In P. B. Paulus (Ed.), Basic Group Processes (235-256). New York, NY: Springer-Verlag.
• Gruys, M. L., & Sackett, P. R. (2003). Investigating the dimensionality of counterproductive work behavior, International Journal of Selection and Assessment, 11, 30-42.
• Hubbell, A., & Chory-Assad, R. (2005). Motivating factors: Perceptions of justice and their relationship with managerial and organizational trust. Communication Studies, 56, 47-70.
• Johns, G. (2001). The psychology of lateness, absenteeism, and turnover. In N. Anderson, D. S. Ones, H. P. Sinangil, & C. Viswesvaran (Eds.), Handbook of Industrial, Work and Organizational Psychology (Vol. 2, pp. 232–252). London, U.K.: Sage :Publications.
• Karriker, J. H.; Williams M. L. (2009). Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model. Journal of Management, 35, 112.
• Kernan, M. C., & Hanges, P. J. (2002). Survivor reactions to reorganization: antecedents and consequences of procedural, interpersonal and information justice. Journal of Applied Psychology, 87, 916-928.
• Lang, J., Bliese, P. D., Lang, J. W. B., & Adler, A. B. (2011, February 7). Work Gets Unfair for the Depressed: Cross-Lagged Relations Between Organizational Justice Perceptions and Depressive Symptoms. Journal of Applied Psychology. Advance online publication.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
• Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationship. In K. Gergen, M. Greenberg, & R. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27–55). New York: Plenum Press.
• Li, A., & Cropanzano, R. (2009). Fairness at the group level: Justice climate and intraunit justice climate. Journal of Management, 35, 564-599.
• Liljegren, M. & Ekberg, K. (2009). The associations between perceived distributive, procedural, and interactional organizational justice, self-rated health and burnout. Work, 33, 43-51.
• Roberson, Q. M., & Colquitt, J. A. 2005. Shared and configural justice: A social network model of justice in teams. Academy of Management Review, 30, 595-607.
• Rupp, D. E., Ganapathi, J., Aguilera, R. V., & Williams, C. A. (2006). Employee reactions to corporate social responsibility: An organizational justice framework. Journal of Organizational Behavior, 27, 537-543.
• Schweiger, D. M., & DeNisi, A. S. (1991). Communication with employees following a merger: A longitudinal field experiment. Academy of Management Journal, 34, 110–135.
• Sweeney, P. D., & McFarlin, D. B. (1993). Workers’ evaluations of the “ends and the “means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23-40.
• Tatum, B. C. & Eberlin, R. J. (2008). The relationship between organizational justice and conflict style. Business Strategies Series, 9(6), 297-305.
• Tabibnia, G., Satpute, A. B., & Lieberman, M. D. (2008). The sunny side of fairness: Preference fairness activates reward circuitry (and disregarding unfairness activates self-control circuitry). Psychological Science, 19, 339-347.
• Zoghbi-Manrique-de-Lara, P. & Verano-Tacoronte, D. (2007). Investigating the effects of procedural justice on workplace deviance: Do employee’s perceptions of conflicting guidance call the tune? International Journal of Manpower, 28(8), 715-729.