Organizational fairness, often referred to as organizational justice, encompasses several key types that impact employee satisfaction and productivity. While some sources identify two types, the most widely accepted framework categorizes organizational justice into three or four distinct forms:
The Three Main Types of Organizational Justice
The most common classification distinguishes between:
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Distributive Justice: This focuses on the fairness of outcomes or results. It addresses whether rewards, punishments, and other resources are allocated equitably among employees. Examples include fair pay, bonuses, promotions, and workload distribution. If employees perceive an unequal distribution of resources, regardless of merit, they experience a lack of distributive justice. [Source: Numerous sources including QIC-WD, Charthop, CKJU, and Study.com]
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Procedural Justice: This centers on the fairness of the processes used to determine outcomes. It's about how decisions are made and whether employees feel they've had a voice in the process. Fair procedures include transparency, consistency, accuracy, and opportunities for correction. Even if the outcome isn't ideal, a fair process can increase employee acceptance. [Source: Numerous sources including QIC-WD, Charthop, CKJU, and Study.com]
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Interactional Justice: This concerns the fairness of the treatment employees receive from their supervisors and other organizational members. It involves respectful communication, providing explanations for decisions, and demonstrating empathy. Interactional justice includes both informational justice (the extent to which employees receive clear and honest explanations) and interpersonal justice (how employees are treated with dignity and respect). [Source: Oxford Bibliographies, numerous other sources]
A Fourth Type: Informational Justice
Some researchers and frameworks expand upon the three-type model by including a fourth type:
- Informational Justice: As mentioned above, informational justice is often considered a component of interactional justice. However, it can be considered a separate category focusing solely on the quality and truthfulness of information shared with employees, particularly concerning decisions that affect them. Open communication and transparency regarding reasons behind decisions contribute significantly to employees' perception of fairness. [Source: Oxford Bibliographies]
Understanding these different types of organizational justice is crucial for creating a fair and equitable work environment. A company that embraces all aspects of organizational justice is more likely to foster a positive and productive workforce.
