| organizational justice | Type of justice that is composed of organizational procedures, outcomes, and interpersonal interactions.
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| trust | A belief about how a person or an organization will act on some future occasion.
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| distributive justice | Type of justice that focuses on the perceived fairness of the allocation of outcomes or rewards to organizational members.
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| merit or equity norm | Definition of fairness based on the view that the people who work hardest or produce the most should get the greatest rewards; most common foundation for defining fairness in the United States.
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| need norm | Definition of fairness based on the view that people should receive rewards in proportion to their needs.
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| equality norm | Definition of fairness based on the view that people should receive approximately equal rewards; most common foundation for defining fairness in Scandinavian and Asian countries.
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| procedural justice | Perceived fairness of the process (or procedure) by which rewards are distributed, decisions made, or evaluations conducted.
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| voice | The possibility of challenging, influencing, or expressing an objection to a process or outcome.
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| interactional justice | Type of justice concerned with the sensitivity with which employees are treated; associated with the extent to which an employee feels respected by the employer.
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| rational economic model | Model that accounts for the way people choose jobs that views the individual as an accountant who sums potential economic losses and gains in making the best choice.
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| rational psychological model | Model that accounts for the way people choose jobs that infers a bookkeeper mentality on the part of the applicant, but also includes calculations that depend on psychological factors.
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| organizational fit model | Model that accounts for the way people choose jobs by examining the match between the personality and values of the individual and the organization.
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| affirmative action | Program that acknowledges that particular demographic groups may be underrepresented in the work environment; provides specific mechanisms for reducing this underrepresentation.
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| diversity | Traditionally refers to differences in demographic characteristics, but also includes differences in values, abilities, interests, and experiences.
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| relational demography | Refers to the relative makeup of various demographic characteristics in particular work groups.
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| assimilation model | Model for addressing diversity that recruits, selects, trains, and motivates employees so that they all share the same values and culture.
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| protection model | Model for addressing diversity that identifies disadvantaged and underrepresented groups and provides special protections for them.
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| value model | Model for addressing diversity in which each element of an organization is valued for what it uniquely brings to the organization.
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