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Another model of organizational justice proposed by Byrne [20] and colleagues [21] suggested that organizational justice is a multi-foci construct, one where employees see justice as coming from a source - either the organization or their supervisor. Thus, rather than focus on justice as the three or four factor component model, Byrne suggested ...
Distributive justice theory argues that societies have a duty to individuals in need and that all individuals have a duty to help others in need. Proponents of distributive justice link it to human rights. Many governments are known for dealing with issues of distributive justice, especially in countries with ethnic tensions and geographically ...
There are five types of distributive norms that help in maintaining distributive justice. Equity : this is where members' outcomes are based on their inputs to the group effort. Someone who has given more time, money, energy, risk, or other input, should receive more than someone who has contributed less.
Educational equity, also known as equity in education, is a measure of equity in education. [1] Educational equity depends on two main factors. The first is distributive justice, which implies that factors specific to one's personal conditions should not interfere with the potential of academic success.
Distributive justice relates to the principle of fairness in the allocation of wealth, income, power and opportunities. [4] Many theoretical paradigms have been developed to approach distributive justice such as Adam Smith's invisible hand, Karl Marx's Socialist view of Communism and John Rawls original position on inequality.
Considered one of the justice theories, equity theory was first developed in the 1960s by J. Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. [2]
This would suggest that when people perceive injustice they seek to restore justice. One way that employees restore justice is by altering their level of performance. Procedural justice affects performance as a result of its impact on employee attitudes. Distributive justice affects performance when efficiency and productivity are involved. [11]
Interactional justice, a subcomponent of organizational justice, has come to be seen as consisting of two specific types of interpersonal treatment (e.g. Greenberg, 1990a, 1993b). The first labeled interpersonal justice, reflects the degree to which people are treated with politeness, dignity, and respect by authorities or third parties ...