The fairness of human resource management practices: an assessment by the justice sensitive
IntroductionAlthough fairness is a pervasive and ongoing concern in organizations, the fairness of human resource management practices is often overlooked. This study examines how individual differences in justice sensitivity influence the extent to which human resource management practices are perc...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
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Frontiers Media S.A.
2024-03-01
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| Series: | Frontiers in Psychology |
| Subjects: | |
| Online Access: | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1355378/full |
| _version_ | 1797244811875450880 |
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| author | Victor Y. Haines David Patient Sylvie Guerrero |
| author_facet | Victor Y. Haines David Patient Sylvie Guerrero |
| author_sort | Victor Y. Haines |
| collection | DOAJ |
| description | IntroductionAlthough fairness is a pervasive and ongoing concern in organizations, the fairness of human resource management practices is often overlooked. This study examines how individual differences in justice sensitivity influence the extent to which human resource management practices are perceived to convey principles of organizational justice.MethodsAnalysis was performed on a matching sample of 283 university students from three academic units in two countries having responded at two time points. Justice sensitivity was measured with the 40-item inventory developed and validated by Schmitt et al. (2010). Respondents were instructed to indicate to what extent each of 61 human resource management practices generally conveys principles of organizational justice.ResultsJustice sensitivity was positively associated with subsequent assessments of the justice contents of human resource management practices. The distinction between self-oriented and other-oriented justice sensitivities was helpful in determining perceptions of these human resource management practices and of a subset of pay-for-performance practices.DiscussionThe findings inform current research about the meanings borne by human resource management practices, and also increase understanding of entity judgment formation as an important aspect of systemic justice. |
| first_indexed | 2024-04-24T19:16:57Z |
| format | Article |
| id | doaj.art-f29cbf81302b4b48861faabf18ec88fb |
| institution | Directory Open Access Journal |
| issn | 1664-1078 |
| language | English |
| last_indexed | 2024-04-24T19:16:57Z |
| publishDate | 2024-03-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Psychology |
| spelling | doaj.art-f29cbf81302b4b48861faabf18ec88fb2024-03-26T04:58:52ZengFrontiers Media S.A.Frontiers in Psychology1664-10782024-03-011510.3389/fpsyg.2024.13553781355378The fairness of human resource management practices: an assessment by the justice sensitiveVictor Y. Haines0David Patient1Sylvie Guerrero2School of Industrial Relations, University of Montreal, Montreal, QC, CanadaVlerick Business School, Ghent, East Flanders, BelgiumÉcole des sciences de la gestion (ESG), Université du Québec à Montréal (UQAM), Montreal, Montreal, QC, CanadaIntroductionAlthough fairness is a pervasive and ongoing concern in organizations, the fairness of human resource management practices is often overlooked. This study examines how individual differences in justice sensitivity influence the extent to which human resource management practices are perceived to convey principles of organizational justice.MethodsAnalysis was performed on a matching sample of 283 university students from three academic units in two countries having responded at two time points. Justice sensitivity was measured with the 40-item inventory developed and validated by Schmitt et al. (2010). Respondents were instructed to indicate to what extent each of 61 human resource management practices generally conveys principles of organizational justice.ResultsJustice sensitivity was positively associated with subsequent assessments of the justice contents of human resource management practices. The distinction between self-oriented and other-oriented justice sensitivities was helpful in determining perceptions of these human resource management practices and of a subset of pay-for-performance practices.DiscussionThe findings inform current research about the meanings borne by human resource management practices, and also increase understanding of entity judgment formation as an important aspect of systemic justice.https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1355378/fullfairnesshuman resource managementpay-for-performancejustice sensitivityequity principlesystemic justice |
| spellingShingle | Victor Y. Haines David Patient Sylvie Guerrero The fairness of human resource management practices: an assessment by the justice sensitive Frontiers in Psychology fairness human resource management pay-for-performance justice sensitivity equity principle systemic justice |
| title | The fairness of human resource management practices: an assessment by the justice sensitive |
| title_full | The fairness of human resource management practices: an assessment by the justice sensitive |
| title_fullStr | The fairness of human resource management practices: an assessment by the justice sensitive |
| title_full_unstemmed | The fairness of human resource management practices: an assessment by the justice sensitive |
| title_short | The fairness of human resource management practices: an assessment by the justice sensitive |
| title_sort | fairness of human resource management practices an assessment by the justice sensitive |
| topic | fairness human resource management pay-for-performance justice sensitivity equity principle systemic justice |
| url | https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1355378/full |
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