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Jerald Greenberg

Bio: Jerald Greenberg is an academic researcher from Max M. Fisher College of Business. The author has contributed to research in topics: Organizational justice & Justice (ethics). The author has an hindex of 62, co-authored 111 publications receiving 22755 citations. Previous affiliations of Jerald Greenberg include University of Florida & Ohio State University.


Papers
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Book ChapterDOI
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

Book ChapterDOI
01 Jan 1984
TL;DR: The basic assumptions of contemporary equity theories are that states of inequity lead to distress, and persons act so as to redress inequity cognitively or behaviorally in order to relieve their distress as mentioned in this paper.
Abstract: The basic assumptions of contemporary equity theories (e.g., Adams, 1963, 1965; Walster, Berscheid, & Walster, 1973) are that: (1) States of inequity lead to distress, and (2) Persons act so as to redress inequity cognitively or behaviorally in order to relieve their distress. Despite the fundamental nature of these assumptions, they have been the subject of surprisingly little empirical research, a situation that some observers have found disquieting.

64 citations

Journal ArticleDOI
TL;DR: In this paper, the authors collected from salespersons working originally under a salary-only pay system and subsequently under a pay-plus-commission pay system, and found that organizational fairness was enhanced by the use of a formal pay-for-performance system.

63 citations

Book ChapterDOI
01 Jan 1981
TL;DR: The profundity of such questions comes into clear focus when the supply of resources in question is inadequate to meet all claims as discussed by the authors. And the way these ubiquitious questions are answered can have critical, widereaching impact on the individuals concerned and on society in general.
Abstract: Questions as to the fairest way of allocating resources arise in all social activities, and the way these ubiquitious questions are answered can have critical, widereaching impact on the individuals concerned and on society in general. The profundity of such questions comes into clear focus when the supply of resources in question is inadequate to meet all claims. Examples range from seemingly ordinary matters of allocating journal pages to authors (Latane, 1979) or deciding which little leaguers will get to play baseball, through more far-reaching concerns of how gasoline will be rationed (Pauly & Walcott, 1979) or whether veterans should be given preferences for civil service hiring (Labich, LaBrecque, & Camper, 1979). Consider also the tragic choices of who will be drafted into the armed services (U.S. National Advisory Commission on Selective Service, 1967), which women should bear children (Berelson, 1974), or who will be given access to hemodialysis machines and other scarce medical resources (Katz, 1973; “Scarce Medical Resources,” 1969).

63 citations


Cited by
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Journal ArticleDOI
TL;DR: In this article, the authors examine three aspects of the stakeholder theory and critique and integrate important contributions to the literature related to each, concluding that the three aspects are mutually supportive and that the normative base of the theory-which includes the modern theory of property rights-is fundamental.
Abstract: ?The stakeholder theory has been advanced and justified in the management literature on the basis of its descriptive accuracy, instrumental power, and normative validity. These three aspects of the theory, although interrelated, are quite distinct; they involve different types of evidence and argument and have different implications. In this article, we examine these three aspects of the theory and critique and integrate important contributions to the literature related to each. We conclude that the three aspects of stakeholder theory are mutually supportive and that the normative base of the theory-which includes the modern theory of property rights-is fundamental. If the unity of the corporate body is real, then there is reality and not simply legal fiction in the proposition that the managers of the unit are fiduciaries for it and not merely for its individual members, that they are . . . trustees for an institution [with multiple constituents] rather than attorneys for the stockholders.

10,163 citations

Journal ArticleDOI
TL;DR: The CFIR provides a pragmatic structure for approaching complex, interacting, multi-level, and transient states of constructs in the real world by embracing, consolidating, and unifying key constructs from published implementation theories.
Abstract: Many interventions found to be effective in health services research studies fail to translate into meaningful patient care outcomes across multiple contexts. Health services researchers recognize the need to evaluate not only summative outcomes but also formative outcomes to assess the extent to which implementation is effective in a specific setting, prolongs sustainability, and promotes dissemination into other settings. Many implementation theories have been published to help promote effective implementation. However, they overlap considerably in the constructs included in individual theories, and a comparison of theories reveals that each is missing important constructs included in other theories. In addition, terminology and definitions are not consistent across theories. We describe the Consolidated Framework For Implementation Research (CFIR) that offers an overarching typology to promote implementation theory development and verification about what works where and why across multiple contexts. We used a snowball sampling approach to identify published theories that were evaluated to identify constructs based on strength of conceptual or empirical support for influence on implementation, consistency in definitions, alignment with our own findings, and potential for measurement. We combined constructs across published theories that had different labels but were redundant or overlapping in definition, and we parsed apart constructs that conflated underlying concepts. The CFIR is composed of five major domains: intervention characteristics, outer setting, inner setting, characteristics of the individuals involved, and the process of implementation. Eight constructs were identified related to the intervention (e.g., evidence strength and quality), four constructs were identified related to outer setting (e.g., patient needs and resources), 12 constructs were identified related to inner setting (e.g., culture, leadership engagement), five constructs were identified related to individual characteristics, and eight constructs were identified related to process (e.g., plan, evaluate, and reflect). We present explicit definitions for each construct. The CFIR provides a pragmatic structure for approaching complex, interacting, multi-level, and transient states of constructs in the real world by embracing, consolidating, and unifying key constructs from published implementation theories. It can be used to guide formative evaluations and build the implementation knowledge base across multiple studies and settings.

8,080 citations

Journal ArticleDOI
TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.

6,149 citations

Journal ArticleDOI
TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.
Abstract: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

5,828 citations

Journal ArticleDOI
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.

5,097 citations