Choose the correct answer from the options given below:

Research on perceived fairness in group settings indicates that we make judgments by focusing on three distinct aspects or rules. These are:
A. Distributive justice
B. Collective justice
C. Procedural justice
D. Transactional justice
E. Transformational justice

Correct option is B

Perceived fairness (organizational and social justice) is judged based on three major components:

Distributive Justice
Focuses on the fairness of outcome distribution (e.g., salaries, rewards, resources).
Example: Employees feeling satisfied if promotions are given fairly based on performance.

Procedural Justice
Refers to the fairness of the processes used to determine outcomes.
Example: Transparent hiring practices ensuring equal opportunities for all candidates.

Interactional/Transactional Justice
Concerns the fairness in interpersonal interactions and communication.
Example: A manager treating employees with respect and providing honest feedback.

Correct Answer: (2) A, C, and D Only

Information Booster:

Impact of Organizational Justice:

a) Job Satisfaction:
When employees perceive fairness in the workplace, they are more likely to be satisfied with their job. The fairness of outcomes (distributive justice), decision-making processes (procedural justice), and interpersonal treatment (interactional justice) all play a role in shaping job satisfaction.

b) Organizational Commitment:
Employees who perceive high levels of organizational justice are more likely to develop a strong commitment to the organization. They feel valued, respected, and motivated to contribute positively.

c) Trust in Management:
A fair organization is likely to foster trust between employees and management. Perceptions of fairness build trust, leading to a positive work environment.

d) Employee Motivation and Performance:
When employees perceive fairness, they are more likely to be motivated to perform well. Unfair treatment, on the other hand, can result in reduced motivation and engagement.

e) Organizational Citizenship Behaviors (OCBs):
Employees who perceive fairness are more likely to engage in extra-role behaviors such as helping colleagues, suggesting improvements, and going beyond their job requirements to support the organization.

f) Employee Well-being:
Perceptions of justice are also linked to employees’ psychological and emotional well-being. In just environments, employees experience less stress, frustration, and burnout.