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Matching organizational justice with employment modes Strategic human resource management perspective

Matching organizational justice with employment modes Strategic human resource management... Purpose – With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode. Design/methodology/approach – Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode. Findings – The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes. Originality/value – The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Technology Management in China Emerald Publishing

Matching organizational justice with employment modes Strategic human resource management perspective

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Publisher
Emerald Publishing
Copyright
Copyright © 2009 Emerald Group Publishing Limited. All rights reserved.
ISSN
1746-8779
DOI
10.1108/17468770910965028
Publisher site
See Article on Publisher Site

Abstract

Purpose – With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode. Design/methodology/approach – Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode. Findings – The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes. Originality/value – The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective.

Journal

Journal of Technology Management in China – Emerald Publishing

Published: May 29, 2009

Keywords: Human resource management; Strategic management; Employees; China

References

  • Towards a re‐examination of work arrangements: an analysis from Rawls' Theory of Justice
    Bonache, J.
  • Understanding procedural justice and its impact on business organizations
    Konovsky, M.A.
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    Lepak, D.P.; Snell, S.A.
  • Examining the human resource architecture: the relationships among human capital, employment, and human resource configurations
    Lepak, D.P.; Snell, S.A.
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    Lepak, D.P.; Takeuchi, R.; Snell, S.A.
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    Matusik, S.F.; Hill, C.W.L.
  • Employment relationship in the new economy
    Neumark, D.; Reed, D.
  • Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements
    Rousseau, D.M.
  • Choice of employee‐organization relationship: influence of external and internal organizational factors
    Tsui, A.S.; Pearce, J.L.; Porter, L.W.; Hite, J.P.
  • Employment relationships and firm performance: evidence from an emerging economy
    Wang, D.X.; Tsui, A.S.; Zhang, Y.C.; Ma, L.