the purpose of this research was to study the organizational justice factors (distributive justice of tasks, distributive justice of rewards, procedural justice, interpersonal justice, informational justice) in national olympic and paralympics academy (nopa). statistical population of this research included all employees of nopa and the statistical sample equaled the statistical population (n=5...

Research in the organizational justice literature has shown that interpersonal and informational justice are significant predictors of subordinate attitudes and behaviors. However, scholars have neglected to explore whether certain subordinate characteristics might be associated with managers' adherence to interpersonal and informational justice rules. The current authors' study tested a model,...

This study tested a model of survivor reactions to reorganization, which incorporated multiple predictors and consequences of procedural, interpersonal, and informational justice. The 3 justice types had different correlates: all 4 antecedents (employee input, victim support, implementation, and communication quality) predicted interpersonal fairness, implementation and communication quality we...

Literature in organizational justice suggest that organizational fairness in decision making processes may encourage employees’ acceptance of and positive reaction to many organizational decisions including decision in human resource interventions such as performance appraisal system. This study seeks to understand how perceived fairness in the performance appraisal process affects employees’ s...

In this study, it was aimed to determine the perceptions of the staff of the general directorate of sports about organizational justice, and to analyse according to some specific variables. As a survey study, this study included 345 participants which were selected randomly. The data was collected through The Scale of Organizational Justice Perception including 20 items and four sub categories....

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. La...

We argue that types of Simmelian-tied employee dyads (dyads embedded in three-person cliques) influences organizational justice perceptions, and knowledge sharing within and across organizational boundaries through virtual workgroups. We study the interaction between employees' advice and friendship ties, shared interpersonal, interactional, procedural and distributive justice perceptions, and ...

The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes....