The applicability of certain constructs of occupational psychology in practical terms is often underestimated by human resources specialists. This article considers the practical and operative implementation of the organizational justice concept, a construct that facilitates the understanding of recent developments in exchanges between workers and organizations, and interaction processes between colleagues and other organizational units, by providing a useful theoretical framework for understanding key processes in personnel management, and by highlighting the dynamics and the sensitive areas within the company. Worker’s perceptions of corporate fairness and equity in terms of career paths, rewards, shift work, and procedures influence internal relations, work environment, performance, worker’s well-being and motivation. As a result, human resource management (HRM) has to take into account periodic analysis of these perceptions and needs to share management, corporate decisions and procedures as much as possible

The company judged from the inside: diversification, equity, and justice in organizations

Massimiliano Barattucci
Project Administration
;
ALFANO, VINCENZO
Conceptualization
;
2017

Abstract

The applicability of certain constructs of occupational psychology in practical terms is often underestimated by human resources specialists. This article considers the practical and operative implementation of the organizational justice concept, a construct that facilitates the understanding of recent developments in exchanges between workers and organizations, and interaction processes between colleagues and other organizational units, by providing a useful theoretical framework for understanding key processes in personnel management, and by highlighting the dynamics and the sensitive areas within the company. Worker’s perceptions of corporate fairness and equity in terms of career paths, rewards, shift work, and procedures influence internal relations, work environment, performance, worker’s well-being and motivation. As a result, human resource management (HRM) has to take into account periodic analysis of these perceptions and needs to share management, corporate decisions and procedures as much as possible
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Utilizza questo identificativo per citare o creare un link a questo documento: http://hdl.handle.net/11389/25453
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