Abstract
The increase in the use of self-managing work teams in organizations has been accompanied by growing employee resistance and concern about what such dramatic changes mean to workers. Using an organizational justice perspective, this chapter identifies and examines employee concerns about the move to self-managing work teams in two Fortune 500 organizations. Employee fairness concerns regarding three types of justice -distributive, procedural, and interactional - are highlighted. Findings suggest that to address employee fairness concerns regarding the move to self-managing work teams, managers should act distributively, procedurally, and interactionally justly.
Original language | English (US) |
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Pages (from-to) | 47-67 |
Number of pages | 21 |
Journal | Social Justice Research |
Volume | 9 |
Issue number | 1 |
DOIs | |
State | Published - 1996 |
Keywords
- Distributive justice
- Interactional justice
- Organizational justice
- Procedural justice
- Self-managing work teams
ASJC Scopus subject areas
- Anthropology
- Sociology and Political Science
- Law