06 Organizational Justice

Question 1

Justice and fairness are used

Answer 1

to characterize an event or an exchange relationship between the employer and employee

Question 2

Trust is a belief

Answer 2

in how a person or organization will act on some future occasion based upon previous interactions with the person or organization—more an expectation than a reality

Question 3

Organizational justice includes considerations of what 3 things?

Answer 3

1. procedures
2. outcomes
3. interpersonal interactions

Question 4

3 types of justice

Answer 4

1. distributive justice
2. procedural justice
3. interactional justice

Question 5

2 types of interactional justice

Answer 5

1. information

2. interpersonal

Question 6

Distributive justice

Answer 6

Perceived fairness of allocation or distributions of outcomes, rewards, resources to organizational members

Question 7

3 examples of “outcomes”

Answer 7

1. pay
2. budget
3. lay-off decision

Question 8

3 various definitions of “fair” across cultures:

Answer 8

1. Merit or equity norm (the most common in the US)
2. Need norm
3. Equality norm (stronger in the Scandinavian and Asian countries)

Question 9

Procedural justice

Answer 9

Perceived fairness of the processes or policies by which rewards are distributed or decisions are made (to determine outcomes)

Question 10

Voice

Answer 10

Having possibility of influencing or expressing an objection to a process or outcome

Question 11

Interactional justice

Answer 11

Perceived fairness of the interpersonal manner in which employees are treated; linked to the extent to which employee feels respected by employer

Question 12

Informational injustice (3)

Answer 12

1. incomplete info.
2. lack of info
3. undesirable channels of info

Question 13

Interpersonal injustice

Answer 13

lack of dignity and respect

Question 14

Interactive effect of distributive + procedural justice is positively correlated to

Answer 14

depression

Question 15

Adverse reactions to distributive injustice can be mitigated by

Answer 15

interactional justice

Question 16

3 ways nursing supervisors were trained:

Answer 16

1. Treating others with politeness, dignity, and respect
2. Demonstrating emotional support
3. Avoiding intimidation, manipulation, and degradation

Question 17

3 ways to provide informational justice:

Answer 17

1. Providing thorough, accurate, and complete explanations
2. Communicating information in a timely manner
3. Being accessible to others

Question 18

Organizational injustice leads to what 2 poor health responses?

Answer 18

1. negative emotions

2. unhealthy behaviors

Question 19

Negative emotions leads to

Answer 19

Unhealthy behaviors

Question 20

negative emotions + unhealthy behaviors lead to

Answer 20

Adverse bodily reactions

Question 21

Adverse bodily reactions lead to

Answer 21

physical/mental health problems

Question 22

5 negative emotions

Answer 22

1. Anger
2. anxiety
3. rage
4. shame
5. guilt

Question 23

3 unhealthy behaviors

Answer 23

1. Sedentary life style
2. Smoking to deal with “nervous & upset” feelings
3. Drinking (“drowning their sorrows”) to minimize negative emotional states

Question 24

4 adverse bodily reactions

Answer 24

1. Increased blood pressure
2. cholesterol
3. insomnia
4. cortisol dysregulation

Question 25

5 physical/mental health problems

Answer 25

1. Develop Coronary Heart Disease (CHD)
2. Onset of diabetes
3. Lower backache
4. headaches
5. Clinical Depression

Question 26

2 survey findings about decision-making procedures

Answer 26

~50% felt that their department applied them:

1. consistently
2. free of bias

Question 27

3 survey findings about rewards, recognitions, and outcomes received

Answer 27

~50% felt that they were:

1. appropriate for the work completed
2. reflect the effort put in
3. reflect what they contributed to the organization

Question 28

2 survey findings about supervisor communication

Answer 28

~50% felt that they:

1. provided reasonable explanations for his/her decisions
2. tailored his/her communications to individuals’ specific needs

Question 29

“Justice” Hypothesis for workplace violence

Answer 29

Proposes that some violent acts can be understood as reactions by an employee against perceived injustice

Question 30

Relevant workplace events to injustice

Answer 30

1. Layoffs, firings, pay cut
2. Performance appraisals
3. Interpersonal mistreatment

Question 31

Prevention/intervention strategies with performance evaluation

Answer 31

1. Feelings of fairness more a matter of procedural justice
2. Feedback process most important determinant of feelings of fairness
3. Shift from performance measurement to performance management

Question 32

To promote distributive justice

Answer 32

Job rotation plans can be introduced –> avoid uneven distribution of work & permit sharing undesirable tasks evenly

Question 33

To promote procedural justice

Answer 33

Increase involvement of subordinates in decision makings (with their input)

Question 34

To promote interactional justice (2)

Answer 34

1. Team meetings, implementation of code of conduct for enhancing dignity and respectful treatment for employees
2. Training leaders & supervisors