The Impact Of Organizational Justice On Turnover Intentions, Job Satisfaction, And Organizational Citizenship Behavior Among Laboratory Technologists Technicians

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

As an employee do you ever take the time to sit and read through your jobs handbook or contract agreements? The truth is there are a very select few that really take the time to view the information that is set to inform you of the policies and procedures that are beneficial to your job. For Instance, organizational justice ensures that not only the organization but the employees are treated fairly and protected in case of an unlikely incident. Organizational justice as defined by our text is a more complete view of fairness within organizations and a process theory of motivation extending equity theory arguments (Giblin, 2014).

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve, the situation may boarder on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). Within the Equity theory there are three justice theories. The first of which is distributive justice, this touches on if the referent feels that the outputs are fair that are given to the employees. This comes into play

Rather, Equity, and the sense of fairness which commonly underpins motivation, is dependent on the comparison a person makes between his or her reward/investment ratio with the ratio enjoyed (or suffered) by others considered to be in a similar situation”(Balancing Employee Inputs and Outputs).

On the article titled “How Does Human Resources Management Affect the Success of a Health Care Organization?” Dale Marshall tries to analyses the influence of health care organizations. Marshall supports his idea with eight main arguments and each of them contributes to the success of health care organizations.

Khan, Abbas, Gul & Raja (2015)’s contribution which included job outcomes, albeit from dissimilar perspectives. An organization shares ideals, goals, needs, and purposes with its employees, hence the need to embrace uniqueness or organizational identification. In their study, Basar & Sigri (2015) looked at how procedural, distributive, interpersonal, and informational justice perceptions (which are cousinly related to organizational justice) have an extrapolative reality on organizational identity. The study also revealed that distributive and interpersonal justice perceptions, as well as organizational identification have a destructive weight on teachers’ intention to quit. Unlike Khan, et al (2015) that involved organizational behaviors of Saudis and other Arab speaking nationalities in a Saudi Arabia context, Haybatollahi & Gyekye (2015) examined organizational justice from cross-national aspect among Ghanaian and

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

Stacy Suda is a senior majoring in public health and is an active member in the Society for Human Resource Management. This combination of her interests has directed her to pursuing this topic. Through public health courses, such as PH 430: Health Policy and Management, the student learned about the important role of management in directing resources to successfully achieve the goals and objectives of non-profit organizations. Through PH 203: Global Health, the student learned the importance of non-profit organizations in providing services to high-need communities. Meanwhile, her interest in human resource management has motivated her to identify how organizations with limited resources are able to continue providing high quality services.

The importance of organizational justice cannot be overlooked in today competitive business where individual, group, team, leadership, and organizational behavior are paramount. The diversity behaviors need to be treated with extreme caution as they can make or break an organization. The development of a competent and reliable workforce that promotes the organization’s growth can be realized by advancing two components of organizational justice – distributive and procedural. Largely, organizational justice is associated with workplace

Restorative Justice is a method for reacting to strife, misconduct, and wrongdoing that makes things as all right for all who were affected. Therapeutic Justice perceives the contention or mischief, repairs the harm, however much as could be expected and makes future responsibility designs and additionally understandings that will keep a similar thing from happening once more. These standards control our activities because of wrongdoing, mischief, and struggle and in our reaction to them. While Community equity is a vital technique for wrongdoing lessening and avoidance, which assembles or upgrades organizations inside groups. Group equity arrangements go up against wrongdoing and misconduct through proactive, critical thinking rehearses went

Justice is defined in various ways. In the Merriam Webster online dictionary, the word justice is described as, “the process of using laws to fairly judge and punish criminals (“Justice”). Although this is only one definition, there are a variety of unlike definitions that include a person’s viewpoint. When envisioning the word justice, the word fairness comes to mind. My version of fair is when everyone has the same rights. One person cannot have more privileges than another person just because someone has more money, they are a different color of skin, or any other similar or unlike physical feature. One person should not have the right to do things that another person is not allowed to do. For instance, if employee one asks a certain amount

The injustices of the world have taken many forms throughout history and yet nothing seems to have been learned from past mistakes. Still practices are found in place, held down by archaic beliefs and perceived privileges. In a world were everything often comes back to the mighty dollar it should be of no surprise that inequality runs rampant among the workplace. These workplace injustices are seen practiced through an assortment of fashions, be it through harassment, bullying or discrimination. It uses the sociodemographic characteristics of these people or persons to impose limitation and exercise power over them. It all comes back to power and taking it away from others. So, how does one

The importance of human resources to the delivery of healthcare has kept growing over time and HR has become intrinsically important to the delivery of efficient and effective health care. At this point the organizations which have managed their human capital successfully and effectively have been able to serve their patients effectively(Kabene et al, 2006). In a scenario where the health care sector is faced with major human resource related issues the HR has a major opportunity to become a

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Equity Theory has been widely applied to business settings by Industrial Psychologists to describe the relationship between an employee’s motivation and his or her perception of equitable or inequitable treatment. In a business setting, the relevant dyadic relationship is that between employee and employer. As in marriage and other contractual dyadic relationships, Equity Theory assumes that employees seek to maintain an equitable ratio between the inputs they bring to the relationship and the outcomes they receive from it (Adams,