Non-Union Grievance Systems and Organizational Justice: The Relationships Among System Characteristics and Fairness Perceptions
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[Excerpt] This study investigates fairness perceptions of non-union grievance systems by examining employee perceptions of distributive justice, procedural justice and interactional justice. A policy capturing methodology was utilized for a sample of 450 non-union, non-management employees from seven organizations. Characteristics of non-union grievance systems are identified and the relationships between these characteristics and fairness perceptions are analyzed. Results suggest that procedural justice has a larger effect than either distributive justice or interactional justice on overall fairness perceptions. Further, procedural justice moderates the relationship between outcome and the perception of distributive justice. Unfavorable outcomes (upheld discharges) that were reached by fair processes generate higher distributive justice ratings than favorable outcomes (overturned discharges) reached by unfair processes. Implications are drawn for research and practice.
CAHRS; ILR; center; human resource; job; worker; fairness; union; grievance; employee; perception; justice; procedure; management; organization; outcome; discharge