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Issue 5(1), October 2010 -- Paper Abstracts
Girard  (p. 9-22)
Cooper (p. 23-32)
Kunz-Osborne (p. 33-41)
Coulmas-Law (p.42-46)
Stasio (p. 47-56)
Albert-Valette-Florence (p.57-63)
Zhang-Rauch (p. 64-70)
Alam-Yasin (p. 71-78)
Mattare-Monahan-Shah (p. 79-94)
Nonis-Hudson-Hunt (p. 95-106) 



JOURNAL OF ORGANIZATIONAL PSYCHOLOGY


Organizational Justice: Why Does It Matter for HRD


Author(s): Deepu Kurian

Citation: Deepu Kurian, (2018) "Organizational Justice: Why Does It Matter for HRD," Journal of Organizational Psychology, Vol. 18, Iss. 2, pp. 11-22

Article Type: Research paper

Publisher: North American Business Press

Abstract:

An effective system of organizational justice forms the foundation for an organizational culture which
promotes inclusion and diversity, and therefore an important topic for human resources development
(HRD) practice. The purpose of this paper is to explore the concept of organizational justice from the
existing literature. Based on previous research, this review hypothesized the employees’ perceptions of
organizational justice and investigated the four different dimensions (distributive, procedural,
interactional and informational justice) of organizational justice as evident in existing literature. This
review attempts to analyze the current state of organizational justice research with emphasis on the field of human resources development. The review also attempt to suggest some implications for practice and future directions for HRD scholars and researchers.