Grounded in social exchange theory, interpersonal and informational justice (collectively “IJ”) reflect the degree to which people affected by organizational decision makers perceive that they have been treated in a dignified and informative manner. Empirical research shows that IJ is positively correlated with myriad beneficial organizational outcomes (e.g., performance, job satisfaction and trust in authority figures) and negatively correlated with several noxious ones (e.g., withdrawal, negative reaction to decisions). The presence of IJ is an important mitigating factor in accepting negative organizational outcomes. In addition, the negative impact of injustice on an individual’s self-esteem can have profound implications for relationships among organizational stakeholders. The platform for introducing learners to IJ is a skills-based design for identification and use of fair behaviors. The experiential exercise is also designed to facilitate observational skills in seeing the consequences of IJ in organizational life – particularly as its presence or absence affects the communication flow in various interactions between managers and their subordinates.
Farmer, Kevin and Meisel, Steven I.
"Developing the competencies of
Organization Management Journal: Vol. 7:
2, Article 10.
Available at: https://scholarship.shu.edu/omj/vol7/iss2/10