There are generally four main types of organizational justice: distributive, procedural, interpersonal, and informational.
Here's a breakdown of each:
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Distributive Justice: This focuses on the perceived fairness of outcomes received. Employees assess whether they believe the amount and allocation of rewards (e.g., pay, promotions, recognition) are fair. It's not about equality necessarily, but rather equity – whether the outcomes are proportional to their inputs (e.g., effort, skill, contribution). An example would be an employee feeling underpaid compared to their colleague who performs similar tasks and has similar experience.
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Procedural Justice: This centers on the perceived fairness of the processes used to arrive at those outcomes. Even if an employee doesn't get the outcome they desired, they may still perceive fairness if they believe the process was fair. Key elements include:
- Consistency: Procedures are applied the same way across individuals and over time.
- Accuracy: Decisions are based on accurate information.
- Correctability: There is an opportunity to appeal or correct decisions.
- Representativeness: The process considers the needs of all stakeholders.
- Ethicality: The process adheres to moral and ethical standards.
- Bias Suppression: The process is free from personal biases.
An example is having a clear and transparent promotion process.
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Interpersonal Justice: This relates to the perceived fairness of the treatment received from authority figures, especially during the enactment of organizational procedures. It emphasizes respect and dignity. It focuses on:
- Respect: Being treated with politeness and dignity.
- Propriety: Refraining from making improper or offensive remarks.
For instance, a manager explaining a performance review decision respectfully, even when delivering negative feedback, fosters interpersonal justice.
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Informational Justice: This deals with the perceived fairness of the explanations provided to employees about organizational decisions. It's about providing adequate and honest justifications. Key components include:
- Justification Adequacy: Providing thorough and reasonable explanations.
- Truthfulness: Being honest and forthright in communications.
For instance, clearly explaining the reasons behind a company layoff and providing honest answers to employees' questions promotes informational justice.
In summary, while the original research highlighted these four distinct types of organizational justice, it's also important to consider the role of emotions in how employees perceive fairness and react to situations within the workplace.
