Analysis

The Procedural Fairness, Employee Voice, and Justification framework analyzes three critical aspects of justice and employee participation: Procedural Justice in decision-making, Employee Voice for expressing opinions and concerns, and Organizational Justification for the decisions that are made.

Objective

The objective of this framework is to evaluate how procedural fairness, employee voice, and justification influence employee satisfaction, commitment, and performance.

Calibration

The calibration of the framework usually involves the use of a Likert scale to measure employees’ views.

References

Colquitt, J. A., Greenberg, J., & Scott, B. A. (2005). Performance Perceptions of Distributive Justice: A Meta-Analysis. Journal of Applied Psychology, 90(3), 386-403.
Leventhal, G. S. (1980). What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships. In Social Exchange: Advances in Theory and Research (pp. 27-55). Plenum Press.
Korsgaard, M. A., Schweiger, D. M., & Sapienza, H. J. (1995). Building Commitment, Attachment, and Trust in Strategic Decision-Making Teams. Academy of Management Journal, 38(1), 60-84.
Bies, R. J., & Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. In Research in Organizational Behavior (Vol. 8, pp. 43-55). JAI Press.