Author
Barry M. Goldman
Bio: Barry M. Goldman is an academic researcher from University of Arizona. The author has contributed to research in topics: Organizational justice & Economic Justice. The author has an hindex of 15, co-authored 32 publications receiving 3803 citations.
Papers
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TL;DR: This paper investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships, and found that interactional fairness affects work related outcomes through a variety of social exchange relations.
Abstract: This research investigated whether procedural and interactional justice affect work-related outcomes through different social exchange relationships. The findings extend previous research by demons...
2,007Â citations
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346Â citations
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TL;DR: The authors reviewed the research on employment discrimination in organizations, focusing on discrimination perceptions, charges, and lawsuits and discussed the consequences of discrimination, finding that the proportion of claimants filing under different antidiscrimination statutes differs by race.
257Â citations
01 Jan 2005
244Â citations
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TL;DR: The authors examined predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories and found that social guidance had a major influence on discrimination-claiming.
Abstract: This research examines predictors of actual discrimination claiming among terminated workers by investigating a number of variables suggested by organizational justice and social information processing theories. This study investigated initial decisions to claim in a sample of 439 terminated workers who were surveyed at several unemployment offices. Logistic regression was used to examine how the decision to claim for discrimination was affected by procedural and distributive justice, social guidance, minority status, gender, age, tenure, and education. All of the variables except education and gender were found to be significant. Thus, the results support variables from each of the theories. Social guidance was found to have a major influence on discrimination-claiming. A counter-intuitive finding for minority status was found such that Whites were more likely to claim than minorities. Theoretical and practical implications are discussed.
172Â citations
Cited by
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TL;DR: In this paper, the authors address conceptual difficulties and highlight areas in need of additional research in social exchange theory, focusing on four issues: the roots of the conceptual ambiguities, norms and rules of exchange, nature of the resources being exchanged, and social exchange relationships.
6,571Â citations
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TL;DR: It is suggested that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions and illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes.
Abstract: The field of organizationa l justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizationa l justice.
5,097Â citations
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TL;DR: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure and demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
Abstract: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
4,482Â citations
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TL;DR: This article examined the correlates of distributive, procedural, and interactional justice using 190 studies samples, totaling 64,757 participants, and found the distinction between the three justice types to be merited.
3,299Â citations
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3,053Â citations