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The Relationship between Organizational Fairness and Work Outcomes

In: Fairness in the Workplace

Author

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  • Aaron Cohen

    (University of Haifa)

Abstract

The real importance of every attitudinal concept in behavioral science lies in its ability to predict behavioral outcomes. In this, organizational fairness is no exception. Its contribution to a better understanding of employees’ behavior in the workplace should be evaluated based on the relationships of its components to work outcomes. This chapter focuses on this important aspect. Very few studies, however, have examined the relationship between various fairness constructs and work outcomes using the same design. Therefore, the review here covers the existing literature on the relationship between several forms of fairness and various work outcomes. Naturally, particular emphasis is given to the few studies that have examined more than one form of fairness in its relationship(s) to work outcomes.

Suggested Citation

  • Aaron Cohen, 2015. "The Relationship between Organizational Fairness and Work Outcomes," Palgrave Macmillan Books, in: Fairness in the Workplace, chapter 9, pages 147-188, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-1-137-52431-7_9
    DOI: 10.1057/9781137524317_9
    as

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