Organizational Justice as a mediator of the relationship between HR practices and organizational outcomes.
| Authors | |
|---|---|
| Year of publication | 2006 |
| Type | Article in Proceedings |
| Conference | X. International Conference of Doctoral Students, Brno, September 2006. |
| MU Faculty or unit | |
| Citation | |
| Field | Economy |
| Keywords | Organizational justice attitudes behavior fairness organizational outcomes |
| Description | This article should introduce the construct of Organizational Justice. This variable, expressing the fairness in the organization, will be, among others, included in my dissertation as one of the mediators of the relationship between the Human Resources Management and some chosen Organizational outcomes. The notion of Organizational Justice has been developed in sequence and now we know it in four forms: distributive, procedural, interactional and informal justice. Many empirical studies gave proof that a causal relationship between the perceptions of Organizational Justice and positive organizational outcomes (as attitudinal changes, behavioral changes, changes in quantity, quality and efficiency of the outputs) exists. |
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