Abstract
The interrelatedness of procedural and distributive justice has implications for organizational practice, especially in the area of performance appraisal. I explore these implications by first describing how procedures can influence perceptions of distributive justice: Procedural improprieties can bring to mind the possibility that a more just outcome might have been obtained if only more acceptable practices had been followed. Next I discuss a second form of interrelatedness — how distributive consequences can influence perceptions of procedural justice — by suggesting that the fairness of a procedure can be assessed in terms of its “expected-value” (typical or most probable) outcome. These points are illustrated by a discussion of howvoice, or the opportunity for employees to contribute information during the performance appraisal process, can affect both appraisal accuracy and perception of fairness.
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Folger, R. Distributive and procedural justice in the workplace. Soc Just Res 1, 143–159 (1987). https://doi.org/10.1007/BF01048013
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DOI: https://doi.org/10.1007/BF01048013