Journal of Business Ethics 82 (3):633-644 (2008)

Although not always termed “organizational justice,” the fairness of organizations has been a consistent concern of management thinkers. A review of the 1900–1965 time period indicates that management theorists primarily conceptualized organizational justice in utilitarian terms, although each theory emphasized distributive and procedural justice to different degrees. There is clearly a need for contemporary scholars to consider non-economic rationales for organizational justice, but the willingness of earlier scholars to make utilitarian arguments about organizational justice and productive efficiency helped legitimize the idea of fairness in organizations as an arbiter of value. Further, each theory tempered absolute managerial autonomy with some inherent check thereon. Researchers interested in organizational justice should therefore take a historical perspective in considering how management theory includes consideration of justice-related concerns.
Keywords Philosophy   Quality of Life Research   Management/Business for Professionals   Economic Growth   Ethics
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DOI 10.1007/s10551-007-9582-2
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References found in this work BETA

The Organization Man.William H. Whyte - 1960 - Ethics 70 (2):164-167.
Stakeholders and the Moral Responsibilities of Business.Bruce Langtry - 1994 - Business Ethics Quarterly 4 (4):431-443.

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The Genesis of Employment Ethics.Harry J. Van Buren & Michelle Greenwood - 2013 - Journal of Business Ethics 117 (4):707-719.

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