Showing papers by "Jerald Greenberg published in 1986"
TL;DR: In this paper, middle managers from three organizational samples responded to an open-ended questionnaire in which they described the determinants of particularly fair or unfair performance appraisals by Qsort procedure.
Abstract: Middle managers from three organizational samples responded to an open-ended questionnaire in which they described the determinants of particularly fair or unfair performance appraisals. By Qsort procedure, the responses were categorized and combined to yield seven distinct determinants of fairness in performance evaluations. Ratings of the perceived importance of these determinants were factor analyzed, revealing two distinct factors---procedural determinants and distributive determinants. The implications of the reported determinants are discussed with respect to existing research and theory on justice in organizations.
936 citations
TL;DR: The need principle of distributive justice in personal conflict has been studied extensively in the literature as mentioned in this paper, where the need principle is defined as "the need for a sense of justice in interpersonal conflict".
Abstract: I Conflict, Power, and Justice.- 1 Cooperation, Conflict, and Justice.- Cooperation-Competition: Initial Studies of Distributive Justice.- Conflict and Bargaining Studies: Conditions for Establishing a System of Justice.- Distributive Justice.- Experimental Studies of the Effects of Different Systems of Distributive Justice.- The Choice of Distribution System.- The Sense of Injustice.- Some Conclusions.- References.- 2 Justice and Power: An Exchange Analysis.- Power as a Determinant of Reward Distributions.- Power as a Determinant of Reactions to Injustice.- An Exchange Analysis and Some Preliminary Evidence.- Perceptions of Fairness in Exchange Networks.- The Perceived Origins of Inequality and Reactions to Injustice.- Concluding Comments: From Interpersonal to Intergroup Relations.- References.- 3 Justice Considerations in Interpersonal Conflict.- A Glance at the Literature.- Interpersonal Conflict: Definition, Delimitation, and Analytic Approach.- Interpersonal Justice.- Justice Considerations in Interpersonal Conflict: Conditions of Occurrence and Effects.- At the Intra-Individual Level: Justice Thoughts.- At the Interindividual Level: Justice Statements.- Justice Conflict.- Types and Psychological Concomitants of Justice Conflict.- The Justice Dispute.- Significance of Justice Conflict for the Outcome of the Primary Conflict.- Conclusions.- The Role of Different Justice Motivations.- Concluding Remarks.- References.- 4 Power and Justice in Intergroup Relations.- Justice and Power.- Private Problems and Public Issues.- The Effects of Power.- Endorsement, Authorization, and Legitimation.- Revolutionary Mobilization.- The Symbols of Justice.- Conclusion.- References.- II Theoretical Perspectives on Justice.- 5 Justice Ideology and Social Legitimation: A Revised Agenda for Psychological Inquiry.- Overview.- Personhood and Justice.- The Personhood Ideal.- Justice.- Enlarging Personhood.- Toward an Objective Base for Justice.- Bases of Legitimation.- Critique.- Caretaking and Receiving.- Vulnerability to Ideology.- Psychology and the Reproduction of Injustice.- Conclusion.- References.- 6 The Experience of Injustice: Toward a Better Understanding of its Phenomenology.- Retrospective Reports on Experiences of Injustice.- Procedure.- Results.- Discussion.- Role-Playing Investigation 1.- Role-Playing Investigation 2.- Categories of Cognitions and Feelings.- Objectivity of Coding.- Results.- Discussion.- Conclusion.- References.- 7 Thinking about Justice and Dealing with One's Own Privileges: A Study of Existential Guilt.- The Concept of Existential Guilt.- Coping with One's Own Privileges: An Empirical Study.- Sample.- Research Instruments.- Cognitive Analysis of Inequality and Existential Guilt.- Distributive Justice and Existential Guilt.- The Role of Perceived Control.- Felt Responsibility for and Attitude toward the Disadvantaged.- Belief in a Just World and Existential Guilt.- The Moderating Role of Centrality of Justice.- A Predictive Model for Existential Guilt.- Discriminating Existential Guilt from Empathie Distress.- Criterion Group Validity of Existential Guilt.- Concluding Remarks.- References.- 8 Rethinking Equity Theory: A Referent Cognitions Model.- Levels of Referent Outcomes.- Effects of Referent and Likelihood Cognitions.- Levels of Justification.- Distributive and Procedural Effects.- Context Effects.- Summary and Conclusion.- References.- III Norms and Justice.- 9 Social Context and Perceived Justice.- Justice in Interpersonal Relations: Equity or Equality.- Equity versus Equality and Response to Reward Allocation.- Gender Differences Revisited: Response to Equity and Equality.- The Other Way Around.- Just World, Expectations, and Scripts.- Summary.- References.- 10 Levels of Interest in the Study of Interpersonal Justice.- Levels of Interpersonal Justice Phenomena.- Specific Domains.- The Justice Motive.- Justice Principles as Different Forms of Social Interdependence.- Determination of Value and Perception of Inputs.- Postscript.- References.- 11 The Need Principle of Distributive Justice.- Traditional Theoretical Perspectives.- Consideration of Needs in Allocation Situations: Conclusions from Experiments.- Need Satisfaction as the Basis of Distributive Justice.- Prototypes of Relationships and Transaction Principles.- Empirical Findings.- Conclusion.- References.- 12 Group Categorization and Distributive Justice Decisions.- Reward Distribution Behavior as Reasoned Action.- Target Characteristics as Mediators of Norm Salience: A Role-Theory Analysis.- Group Categorization as a Mediator of the Influence of the Norm of Equity on Reward Distributions to Workers.- Supervisors' Pay Allocations when Outgroup Norms are Unknown.- Supervisors' Pay Allocations when Beliefs Exist about Workers' Relevant Norms.- Implications of Reasoned-Action-Role-Theory Approach for Past and Future Work.- References.- 13 Children's Use of Justice Principles in Allocation Situations: Focus on the Need Principle.- Cognitive Developmental Models of Distributive Justice.- Investigations into Concrete Allocation Behavior.- Studies of Distributive Justice.- Differentiation between Just and Unjust Aims.- Preschool Children's Preferences for Justice Principles.- Primary School Children's Preferences for Justice Principles.- Encouraging the Consideration of Need.- Summary and Concluding Remarks.- Distinguishing Just from Unjust.- Preference for Equality.- Instability in the Preference for Equality.- Children's Social Knowledge.- The Need Principle.- References.- IV Applications of Justice Research.- 14 Two Rotten Apples Spoil the Justice Barrel.- Methods.- Subjects.- Procedures.- Results.- Preliminary Analyses.- Testing the Hypotheses.- Additional Analyses.- Discussion.- References.- 15 Justice as Fair and Equal Treatment before the Law: The Role of Individual Versus Group Decision Making.- Implicit Psychological Assumptions in the Law.- Equality before the Law as a Minimum Standard.- Equality before the Law as a General Desideratum.- Procedures to Ensure Equality before the Law in Legal Decision Making.- Individual versus Group Decision Making in the Legal Process.- Examples from a Comparative Legal Analysis.- Decision Making by Jurors, Juries, and Judges: Social Psychological Evidence.- Sentencing Councils and their Effects on Equal Treatment before the Law.- Method.- Results.- Discussion.- Conclusions.- References.- 16 The Psychology of Leadership Evaluation.- Factors Influencing Leadership Evaluations.- Research.- The Evaluation of Legal Authority.- The Evaluation of Political Authority.- Other Research.- Implications.- The Meaning of Procedural Justice.- When Is Procedural Justice Important?.- References.- 17 When Expectations and Justice Do Not Coincide: Blue-Collar Visions of a Just World.- Questioning the Contentment of the Disadvantaged.- Equity and Exchange.- Relative Deprivation.- Self-Blame and the Disadvantaged.- Hypotheses.- Method.- Subject Sample.- Locus of Control.- Political Ideology.- Videotape.- Expected, Satisfying, and Perfectly Just Pay-Plan Designs.- Results.- Political Profile.- Visions of a Perfectly Just World.- Discussion.- Limited Visions of Perfect Justice: Why?.- Cognitive Limits of Imagination.- The Generation of Radically Different Just World Views.- References.- 18 The Distributive Justice of Organizational Performance Evaluations.- Distributive Justice in the Context of Performance Appraisal.- Channels of Influence in Appraisal Systems.- Performance Appraisal and Organizational Justice.- A Taxonomy of Organizational Performance Evaluations as Outcomes.- The Input-Defining Function of Organizational Performance Evaluations.- Performance Evaluations as Ultimate and Penultimate Outcomes: Research Evidence.- Using Performance Evaluations to Qualify Reactions to Monetary Outcomes.- Using Performance Evaluations to Qualify Reactions to Job Titles as Outcomes.- Implications.- Implications for Conceptualizations of Distributive Justice.- Implications for Organizational Theory and Practice.- References.- Author Index.
276 citations
01 Jan 1986
TL;DR: A growing recognition that matters of justice are involved in several non-financial exchanges taking place within organizations can be found in many forms of non-monetary social exchange in organizations as mentioned in this paper.
Abstract: Traditionally, concern about matters of justice and fairness among scientists interested in organizational behavior has focused on ways of determining equitable payment and assessing behavioral and attitudinal reactions to inequitable payment (Greenberg, 1982). This orientation toward money as the primary medium through which justice is studied is reflected not only in some of the other contributions to this volume on justice, but also in much of the organizational literature (e.g., Vecchio, 1982). At the same time, however, there also appears to be a growing recognition that matters of justice are involved in several nonfinancial exchanges taking place within organizations (see Nord, 1980). The chapter by Martin (Chapter 17, this volume) and the recent chapter by Crosby (1984) in an organizationally oriented serial represent excellent examples of this trend. Much of the present author’s recent work on procedural justice (e.g., Folger & Greenberg, 1985, Greenberg, in press-a) also reflects an appreciation for the idea that considerations of justice are involved in many forms of nonmonetary social exchange in organizations.
68 citations
TL;DR: The authors found that college students were either overpaid, underpaid, or equitably paid by an individual or an organizational agent for performing a task, and that underpayment was less tolerated when it came from an agent than from an individual.
Abstract: College students were either overpaid, underpaid, or equitably paid by an individual or an organizational agent for performing a task. Overpayment was more tolerated, but underpayment was less tolerated when it came from an organizational agent than from an individual. The implications for equity theory and research are considered.
19 citations