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As an employee and director for Municipal City, observed promotional procedure disparities exist in the promotional processs that have affected employee behaviours positively and negatively. The intent of this survey is to place and compare the relationship between the sensed equity or unfairness of promotional procedures and their affect on employee behaviour towards the organisation.

Moorman, Neihoff, and Organ ( 1993 ) suggest that employees acknowledging just intervention by the organisation will seek to keep positive employee dealingss, communicate their actions of importance to others, minimise their work ailments and are cognizant of their work. They do so because the organisation has treated them in a just mode. Therefore, the affects of just and just intervention will demo positive behaviours by the employee and unjust patterns will demo negative behaviours by the employee.

Now, proposing that the employee reaction to unjust intervention in promotional procedures, or any organisational procedure, will supply an absolute positive and negative reaction is slightly biased in thought. Recent research suggests extra factors to be considered in measuring just procedures and their equity. In an article published by Narcisses and Harcourt ( 2008 ) the consequences suggest that extra distributive and procedural justness factors, non yet recognized in justness research and literature, are considered by the employee. The first factor for consideration is the “ consistence in wages distribution, ” which is associated with distributive justness.

The staying three factors, which are associated with procedural justness are “ appraisal frequence, occupation relevant standards, and rater and ratee preparation ” ( Narcisses and Harcourt, 2008 ) . As an employer, research that suggests extra variables, factors or subjective affair is inclusive in finding failures or successes of an organisational procedure, merely adds fuel to the opposing statements that support current organisational procedures that may or may non make an organisational environment representative of sensed equity by the employees.

Ultimately, the terminal consequence of this paper is to present grounds that is supportive of making a motion to turn to concerns over procedures that create negative employee perceptual experiences of equity in promotional procedures. Should an organisation experience continued and documented negative employee behaviours during and after publicities are given, so there may be cogency in the sensed unfairness by the employees of the organisation

Critical Literature Review
Research Cogency

The preliminary research resulted in really few direct resources in support of the subject of this survey. Individually, the subject of procedural justness is good represented by valid research resources, every bit good as, resources that support the subject of employee behaviour. Yet, the survey of equity and equity, within organisations, is expanded to include assorted sub-categories of organisational justness, which include distributive justness, interactive justness and procedural justness ( Robbins, 2009 ) . Through the association of the three sub-categories to organisational justness and the elements of the sub-categories, a standing relationship between procedural justness and employee behaviour can be shown by resources that are scholarly and include mention to procedural justness, or employee behavior ensuing from just and just organisational patterns.

Topic Validity
The undermentioned resources are associated to the subject of this survey with full notes:

Aquino, K. , Tripp, T. M. , & A ; Bies, R. J. ( 2006 ) . Geting even or traveling on: power, procedural justness, and types of discourtesy as forecasters of retaliation, forgiveness, rapprochement, and turning away in organisations. Journal of Applied Psychology, 91 ( 3 ) , 653-668.

Karl Aquino, a Professor from the University of Deleware, Thomas M. Tripp, a Professor from Washington State University Vancover and Robert J. Bies, a Professor from Georgetown University are the writers of this field and experimental survey which examines the relationship between organisational variables and the mode in which organisational employees respond to organisational unfairness. The writers begin with a historical treatment of the relationship between organisations and persons with a focal point on single responses to comprehend unfairnesss and the positive or negative reactions by the persons to the unfairness. Through this survey, Aquino, Tripp and Bies set out to reply their cardinal inquiry ; “ What forces in a victims work environment may impact the victim ‘s pick of get bying response? ” The first survey addresses the relationship between places of power in an organisation and the procedural justness environment.

A 2nd survey references single get bying responses in relation to the procedural justness environment. In the first survey, Aquino et al. , examine three organisational power factors, comparative hierarchal position, absolute hierarchal position and the procedural justness clime, their relationship to the three predicted single interactions, single retaliation, forgiveness and rapprochement and seven related effects. Aquino , conclude that an organisation representative of a more merely environment is related to an person ‘s willingness for rapprochement and an person with higher hierarchal position within the organisation is less likely to seek retaliation when wronged by the organisation or an single. Conversely, an organisational environment of unfairness may decrease the chance for rapprochement by an person and an person with lower hierarchical position within the organisation may be more likely to seek retaliation.

The 2nd survey concludes that an person is less likely to seek retaliation, in a clime of enhanced procedural justness, on an person that is considered an wrongdoer against organisational norms. Assorted restrictions are present in the combined surveies. The writers merely use a few variables in finding responses to organisational unfairnesss, but historically supportive surveies are used to formalize a part of the findings by the writers. Organizations and the troughs within the organisations need to be cognizant of the errors that occur within the organisation. With this cognition, directors can change organisational justness environments that can be contributing to positive single responses to unfairnesss.

Bagdadli, S. , Roberson, Q. , & A ; Paoletti, F. ( 2006 ) . The mediating function of procedural justness in responses to promotional determinations. Journal of Business & A ; Psychology, 21 ( 1 ) , 83-102. doi:10.1007/s10869-005-9017-y.

Silvia Bagdadli of Baccooni University, Quinetta Roberson of Cornell University and Francesco Paoletti of the University of Milani – Bicocca authored a 2006 survey look intoing the association between procedural justness, publicities, organisational committedness and an person ‘s purpose to go forth an organisation as the consequence of a promotional unfairness. Utilizing related current and historical research, the writers build upon calling research with a focal point on single reactions to promotional procedures and determinations within the organisation observing that there is a positive relationship between publicities and organisational committedness to the organisation ( p.87 ) . Yet, no direct relationship between promotion-commitment was found where procedural justness perceptual experiences were controlled by direction.

Persons were much more concerned with the procedural justness of the promotional procedure than the existent result of the procedure. Therefore, the single topographic points greater value on the sensed procedure and maintains higher committedness to the organisation where perceived justness is just. The writers contend that equity in promotional procedures can act upon an person ‘s purpose to stay or go forth the organisation in an environment where publicities may be few and far between. Thus, understanding that equity in promotional determination devising procedures and doing the promotional procedure carnival to all employees can advance positive behaviours by employees, direction can use procedural justness as a tool to command the actions of persons.

Assorted restrictions to this survey must be punctually celebrated. First, the research for this survey was conducted in an international context. Cultural values were non considered which may act upon the relationships between the writers values represented in the hypothesis. Contextual rating is necessary to demo greater relationships between publicities and an person ‘s purpose to go forth the organisation. Third, the focal point of this survey was on procedural justness which is one component of organisational justness.

Distributive and interactive justnesss are extra elements that can hold an consequence on promotional procedures and single behaviours. Finally, an person ‘s calling promotional history may hold a direct affect on the sensed promotional equity in an organisation. This survey supports the fact that an organisation that presents an environment of sensed promotional equity will increase the opportunities of an employee staying with the organisation and as a consequence of a just procedure, the employee ‘s attitude will potentially stay positive.

Kopf, J. ( 1992 ) . Force versus pick, or force and pick? an integrative theoretical account of anticipation theory. Human Resource Management Review, 2 ( 2 ) , 131.

Jerry Kopf, of Radford University, explores two conceptualisations of the Expectancy Theory and proposes a complimentary relationship exists between the two conceptualisations versus being reciprocally sole. The first conceptualisation, the pick theoretical account, is based upon an person ‘s motive will be to take pleasance over hurting when a determination must be made. The writer contends, based upon Vroom ‘s version of the anticipation theory, that an person with an terminal end in head, when given a pick, will put an expected value of that pick which will find their degree of motive towards the accomplishment of that end. The concern with this premise is the fact that there are external factors, such as the worth of the end attainment and the impulsive force factors behind attainment of the end, beyond pick that motivate an person. The 2nd conceptualisation is the force theoretical account.

The force theoretical account is based upon the apprehension that an person will increase public presentation and exercise more attempt where greater motivational forces are present. This theoretical account does non take into history that an person may take to non execute based upon the resulting wagess. Overall, the writer contends that combination of the two conceptualisations is of greater value than using each conceptualisation separately in finding motive and public presentation towards perceived merited wagess. The employee expects wagess that are just to their public presentation. Should the expected wagess non be given by the organisation, the reactive result of the employee can potentially be predicted.

Moorman, R. , Niehoff, B. , & A ; Organ, D. ( 1993 ) . Treating employees reasonably and organisational citizenship behaviour: Screening the effects of occupation satisfaction, organisational committedness, and procedural justness. Employee Responsibilities & A ; Rights Journal, 6 ( 3 ) , 209-225.

Robert Moorman, Brian Niehoff and Dennis Organ of West Virginia University, Kansas State University and Indiana University severally, writer this survey which examines the relationship between just intervention of employees and organisational citizenship behaviour ( OCB ) . The writers begin with a historical treatment of the relationship between organisations justness variables and their relation to positive organisational variables such as organisational committedness, trust in supervising and pay satisfaction ( p. 209 ) .

Moorman, Niehoff and Organ continue with the treatment associating the sensed procedural justness to OCB while comparing the strengths of this relationship to occupation attitudes via citizenship ( p. 210 ) . Through this survey, Moorman, Niehoff and Organ set out to reply their cardinal inquiry ; does just intervention and just processs promote great organisational citizenship behaviour?

Using a series of two questionnaires, with the first particular to work satisfaction, procedural justness and organisational committedness and the 2nd particular to organisational citizenship behaviour ( p. 213 ) , the writers conclude their survey by proposing that the just intervention of employees and just processs within an organisation may advance single organisational citizenship behaviour ( p. 223 ) . Additionally, the writers province restrictions of non sing distributive justness and an extra variable of the relationship between equity and organisational citizenship behaviour ensuing from the interactions of the person and their supervisor.

Paul, R, & A ; Elder, L. ( 2008 ) . The illumination usher to critical thought constructs and tools. Dillon Beach, CA: Foundation for Critical Thinking Press.

Using the Guide to Critical Thinking ( Paul & A ; Elder, 2008 ) , procedural justness, and employee behaviours as a consequence of unjust promotional patterns will be analyzed in the decision of this undertaking.

Robbins, S. P. , & A ; Judge, T. A. ( 2009 ) . Organizational behaviour ( 13th erectile dysfunction ) . Upper Saddle River, N.J. : Pearson Prentice Hall.

Stephen Robbins, of the University of Arizona and Timothy Judge, of the University of Illinois, being the writers of the text utilised for this class, provide an overview and specific information related to the focal point of this undertaking. Using referenced work of the writer ‘s, back uping information will be used to demo a relationship between procedural justness, promotional procedures and the effects on employee behaviour. Addressing concerns over procedures that create negative employee perceptual experiences of equity in promotional procedures can change the sensed justness by an employee.

Should an organisation experience continued and documented negative employee behaviours during and after publicities are given, so there may be cogency in the sensed unfairness by the employees of the organisation. The organisation should continue with actions to extenuate the sensed unfairness. While the plants by the writer ‘s is of value to the completion of this undertaking, the referencing of their work is limited by the capable affair being provided as being topical while missing in-depth representation of the variables inclusive in this survey.

Rubin, E. ( 2009 ) . The function of procedural justness in public forces direction: Empirical consequences from the section of defence. Journal of Public Administration Research & A ; Theory, 19 ( 1 ) , 125-143.

Ellen Rubin of the University of Georgia offers a survey analyzing the relationships between perceived procedural justness, work satisfaction, turnover rates and trust in organisational direction. Ellen begins with a historical history of processs and their effectivity in public entities, specifically the Federal Government. Ellen states that “ the perceptual experiences of federal forces processs are burdensome to directors, unappealing to new recruits, outdated, overregulated and inflexible within the Federal Government ( P. 125 ) . ” Offering that research in public group organisations is minimum ; Ellen chooses to do the topic of this survey the Department of Defense. Ellen begins with an overview of anterior procedural justness theories specific to administrative jurisprudence and forces direction processs and their sensed equity.

The writer so utilizes a study to mensurate the relationship between procedural justness perceptual experiences, employee trust in their directors, satisfaction rates, and turnover purposes ( p.130 ) . The consequences of the study demo a direct relationship between procedural justness and trust of employees, employee occupation satisfaction, and purpose to go forth. As this survey is really in-depth, one aspect of the variables utilized in this survey that can hold an consequence on a managerial position is the fact that typical procedural justness surveies do non take into history the managerial position.

Integrating the position of direction may offer greater penetration into overall organisational justnesss. Overall, in an organisational environment, employees expect merely and just patterns in the procedural procedures. In an organisation every bit big as the DOD, organisational norms can be construed as policy if the norms are recognized over a specific period of clip. Uniformity in procedural procedures is of import to just and just patterns.

Saal, F. , & A ; Moore, S. ( 1993 ) . Percepts of publicity equity and publicity campaigners ‘ makings. Journal of Applied Psychology, 78 ( 1 ) , 105-110.

Frank Saal and S. Craig Moore of Kansas State University are the writers of a survey that evaluates the perceptual experiences of promotional equity and promotional makings of campaigners with a specific focal point on factors of race and sex. Saal and Moore begin an historical history of anterior research concentrating on unjust promotional patterns within racial groups. Continuing, the writers analyze gender specific procedural unfairness with a specific focal point on adult females and the single effects of unjust promotional patterns. Saal and Moore utilize instance surveies as a tool to arouse reactions and written responses by a group representative of the university. The first instance survey examined three different occupations and four different promotional determinations.

The representative group contained equal male and female judges. The 2nd instance survey utilized a scenario represented an organisational promotional determination of an employee being chosen over another employee and the 2nd employee was actioning the organisation. The ensuing reactions to the scenarios were rated by the topics with a graduated table totaling one to nine on the promotional equity. The writers concluded that perceived promotional unfairness is still perceived by people of deprived groups, such as black and adult females and organisations need to be cognizant of this perceptual experience. Additionally, the survey provided that same sex prejudices were non a prevailing factor in sensed equity within promotional procedures.

Overall, the survey does offer some insightful information, but being that the survey is based upon fabricated promotional scenarios does go forth room for some inquiring as to the consequences of the graduated tables and the topics utilized in this survey. Given existent life state of affairss, the topics may reply otherwise and/or demo more or less single prejudice towards the promotional unfairnesss. Inevitably, employees expect just equity in an organisational procedure. The outlooks are based upon the employee ‘s perceptual experience of what is just and unjust in organisational patterns along with single prejudices being a variable in the single determinations of sensed equity.

Tang, T. L. , & A ; Sarfield-Baldwin, L. ( 1996 ) . Distributive and procedural justness every bit related to satisfaction and committedness. SAM Advanced Management Journal ( 07497075 ) , 61 ( 3 ) , 25.

Thomas Li-Ping Tang and Linda J. Sarfield-Baldwin of Middle Tennessee State University writer this survey with a specific focal point on distributive and procedural justness and their the relationship to employee satisfaction and organisational committedness. Using a historical history of organisational justness and organisational effectivity, Tang and Sarfield-Baldwin suggest that there are direct correlativities between distributive and procedural justness and public presentation assessments before and after a public presentation assessment.

Using a study questionnaire given to employees, Tang and Sarfield-Baldwin measured distributive justness, procedural justness, occupation satisfaction, self-reported public presentation feedback, satisfaction with the public presentation assessment, employee committedness, and engagement ( p. 26 ) . The consequences of the studies, as reported by Tang and Sarfield-Baldwin, show a unequivocal correlativity between distributive and procedural justness and the assorted factors lending sensed procedural and distributive justness by an employee. Additionally, the findings by Tang and Sarfield-Baldwin, 1996, back up the fact that “ distributive justness is significantly related to satisfaction with wage, publicity, the public presentation assessment, and two steps of organisational committedness ( OCQ and Ioc ) .

Further, different facets of procedural justness are related to satisfaction with supervising, self-reported public presentation assessment evaluation, public presentation assessment, both steps of committedness, and occupation engagement. It appears that both distributive and procedural justness are of import in foretelling employees ‘ subsequent personal satisfaction and committedness to the organisation ( p. 28 ) ” Inevitably, the effectivity of an organisation can be used in foretelling the employee ‘s degree of satisfaction and committedness where perceived distributive and procedural justnesss are positive or negative.

Additionally, assorted restrictions were notable in mention to this survey. First, the writers did non account for single personalities of direction nor employees in finding the reactions by employees to public presentation assessments and this survey was confined to one organisation with illations that the same findings may be applicable in other organisations.

Tyler, T. , & A ; Blader, S. ( 2003 ) . The group engagement theoretical account: procedural justness, societal individuality, and concerted behaviour. Personality & A ; Social Psychology Review ( Lawrence Erlbaum Associates ) , 7 ( 4 ) , 349-361.

Tom Tyler and Steven Blader, both stand foring New York University, look into the group engagement theoretical account and how procedural justness forms group cooperation, organisational cooperation and social cooperation. Tyler and Blader get down with an historical history of anterior research environing societal justnesss and expound on the anterior research by separating the group engagement theoretical account from anterior theoretical accounts and the passage from distributive justness to procedural justness ( p.349 ) . Offering an association between single individuality and procedural justness,

Tyler and Blader propose that individuality is cardinal to how people construct their group individualities and the individualities are affected by determination devising and quality of intervention by the organisation or groups within the organisation ( p. 360 ) . While procedural justness and group individuality relation s are evidenced within this peculiar survey, the foundational footing, the writers present, represents one of three organisational justnesss. In finding an person ‘s reactions to comprehend unfairnesss, histories for the interrelatednesss between distributive and procedural justness needs farther shaping. Inevitably, employees can respond positively or negatively to comprehend unfairnesss in organisational procedural procedures. The reaction of the employee is defined by the resulting organisational and personal attitudes developed from perceived procedural unfairnesss.

new wave Knippenberg, D. , & A ; Sleebos, E. ( 2006 ) . Organizational designation versus organisational committedness: Self-definition, societal exchange, and occupation attitudes. Journal of Organizational Behavior, 27 ( 5 ) , 571-584.

Daan Van Knippenberg, a professor at Erasmus University Rotterdam along with Ed Sleebos of Free University Rotterdam, look into the differences in organisational designation and affectional committedness. Knippenberg and Sleebos propose that designation and committedness are two separate conceptualisations in that designation is brooding of the individual and of a psychological nature and committedness is an organisational nature being related to occupation attitudes. To back up the proposition, Knippenburg and Sleebos use a cross-sectional study given to faculty members of a university. The consequences of the study evidenced that single designation is aligned with a self-referential facet of organisational rank and committedness is related to organisational support ( p. 577 ) .

The ensuing survey shows a unequivocal separation in designation and committedness. Additionally, Knippenberg and Sleebos show that committedness is more closely aligned to occupation attitudes as designation is non. Again, restrictions do be in this peculiar survey. Additional variables which may impact single designation and committedness were non considered in this survey. Variables, such as human resource maps, managerial actions and occupation features, are an gap for farther research. Inevitably, an employee ‘s organisational individuality and organisational committedness are separate. Committedness is based upon equity within the organisation and designation is self-actualized.

Wegge, J. , Schmidt, K. , Parkes, C. , & A ; Van Dick, R. ( 2007 ) . ‘Taking a sickie ‘ : Job satisfaction and occupation engagement as synergistic forecasters of absenteeism in a public organisation. Journal of Occupational & A ; Organizational Psychology, 80 ( 1 ) , 77-89.

Dr Jurgen Wegge, a Professor at Ludwig Maximilians University Munchen and the taking writer of this survey along with Klaus-Helmut Schmidt, Carole Parkes, and Rolf van Dick, look into the correlativity between work attitudes, such as occupation satisfaction, and absenteeism. While mentioning anterior surveies that show a weak correlativity between work attitudes and absenteeism, as a consequence of disregarding synergistic effects of attitudes and the attitude marks, such as occupation engagement and organisational committedness ( p 77 ) , the writers pose that the inclusion of the synergistic variables will offer greater penetration into explicating voluntary and nonvoluntary employee absences.

Using questionnaires given to employees of a civil service organisation, Wegge et Al. analyzed employee emphasis and wellbeing by offering a series of inquiries that addressed biographical informations, the occupation degree of the employee, and two steps of absence. Historical correlativities, which the writers province need greater controls, were found to be present during the analysis between work forces and adult females, i.e. which is absent more frequently, office term of office and the age of the employee. The ensuing survey concludes that an employee, while taking into history the synergistic effects of attitudes, will be absent more often while sing low occupation satisfaction and minimum occupation engagement.

Additionally, the overall clip lost is greater when an employee experiences low occupation satisfaction and minimum occupation engagement. While this survey offers a greater apprehension of the relationships between occupation engagement, occupation satisfaction and absences, restrictions on the survey do exists. One such restriction, that will necessitate extra elucidation, is the distinction between voluntary and nonvoluntary absences. While the consequences of this survey provide valid support in specifying the grounds for absences, the nonvoluntary absences were included in this survey and may blow up the concluding consequences values. As such, this survey will be helpful in a survey following the negative behaviours by employees that perceive unjust procedural patterns in an organisation.

Weiss, W. ( 2006 ) . Forming for quality, productiveness and occupation satisfaction. Supervision, 67 ( 2 ) , 13-15.

W. H. Weiss, an industrial adviser with more than forty old ages of works direction experience, legion articles and books written on direction, holds an Master in business from Kent State University. In this article, Weiss identifies the necessary factors for making an environment that is contributing to employee engagement, end product and occupation satisfaction. Employee engagement in organisational determinations or procedures, such as promotional procedures, can hold a positive consequence on employee occupation satisfaction and attitudes therefore increasing productiveness and quality.

While Weiss does non specifically cite equal reviewed historical plants from other governments in this article, his makings and work within the direction subject are notable and relate to organisational direction, occupation satisfaction and communications. Overall, the usage of Weiss ‘s work will back up and demo association between the demand for organisational communications, set policies and processs and employee engagement as being positive and negative depending upon the actions of persons within an organisation.

Yafang, T. , & A ; Shih-Wang, W. ( 2008 ) . The Relationship among occupation satisfaction, organisational citizenship behaviour and turnover purpose. Proceedings for the Northeast Region Decision Sciences Institute ( NEDSI ) , 62-67.

Yafang, Tsai, stand foring the Dept. of Health Service Administration, Chung-Shan Medical University, Taiwan and Shih-Wang, Wu stand foring the Dept. of Hospital and Health Care Administration, Chia Nan University of Pharmacy & A ; Science, Taiwan authored a survey of the association between occupation satisfaction, organisational citizenship behaviour and turnover purpose ( Yafang, T. , & A ; Shih-Wang, W. , 2008 ) . Opening with literature reappraisal of the three organisational attitudes and citing a series of associated research studies, correlativities between positive behaviours and organisational support are justified. Additionally, correlativities between negative behaviours, such as purpose to go forth, are associated with a deficiency of organisational support.

The writers continue with implicative options for increasing organisational citizenship, occupation satisfaction and employee purpose to stay with an organisation. Yafang & A ; Shih-Wang conclude by reasoning that an organisation that supports their employees will heighten the likelihood of increased occupation satisfaction, positive organisational citizenship behaviour and reduced purposes for go forthing the organisation. Organizations need to be cognizant of an employee ‘s organisational attitudes and turn to the attitudes in a positive mode therefore diminishing the opportunity that an employee will go forth the organisation for a better work environment. Overall, this survey was slightly obscure as the associations were non good aligned, but the declared organization-employee associations within the survey and their possible positive and negative results relate to this current survey of procedural justness.

Discussion ( Organizational Behavior Theory Application )

Addressing concerns over procedures that create negative employee perceptual experiences of equity in promotional procedures can change the sensed justness by an employee. Should an organisation experience continued and documented negative employee behaviours during and after publicities are given, so there may be cogency in the sensed unfairness by the employees of the organisation. The organisation should continue with actions to extenuate the sensed unfairness.

The accomplishment of this research in relation to Municipal City and their promotional procedures is to correlate procedural justness to employee behaviours before, during and after unjust promotional procedures using the equity and anticipation theories and associated organisational justness variables such as distributive, and procedural justness.

Applying and understanding the application of the justness variables can advance just and just promotional procedures within an organisation and enhance perceived just patterns in stead of unjust patterns, by the employees of the organisation. Using Paul and Elders, Guide to Critical Thinking Concepts and Tools, extra analysis of logic and logical thinking will be conducted in this country ( Paul & A ; Elder, 2008 ) .


Employees acknowledging just intervention by the organisation will seek to keep positive employee dealingss, communicate their actions of importance to others, minimise their work ailments and are cognizant of their work.

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