This timely book explores new social justice challenges in the workplace. Adopting a long-term perspective, it focuses on value conflicts, or ethical dilemmas, in contemporary organisations and ways to overcome them. Matthieu de Nanteuil demonstrates that the existence of value conflicts is not in itself problematic, but problems arise as actors do not have a frame of justice that allows them to overcome these conflicts without renouncing their deeply held values.

This work aims to act as a central reference point for the application of organizational justice, helping human resource managers relate the importance of organizational justice within the workplace.

Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. Reflecting this dynamic and expanding area of research, chapters provide cutting-edge reviews of selection, performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.

Some managers conduct inconsistant performance reviews, pay inequitable salaries, and dismiss employees arbitrarily. Concerns about justice are pervasive in the workplace: they arise whenever rules are made, interpreted, or applied to organizational activities and practices. In this analysis, the authors create a model for measuring justice in an organization, and show how to anticipate the responses that will follow if injustices persist. They examine contemporary organizational issues and introduce a new theory of the nature of justice in organizations.

Optimal development of contemporary businesses is dependent on a number of factors. By creating novel frameworks for organizational behavior, effective competitive advantage can be achieved. The Handbook of Research on Organizational Culture and Diversity in the Modern Workforce is a comprehensive reference source for the latest scholarly content on components and impacts on effecting culturally diverse workplace environments. Highlighting a range of pertinent topics such as emotional intelligence, human resources, and work-life balance, this publication is ideally designed for managers, professionals, researchers, students, and academics interested in emerging perspectives on organizational development.

In 1991, Columbia University's one thousand clerical workers launched a successful campaign for justice in their workplace. This diverse union -- two-thirds black and Latina, three-fourths women -- was committed to creating an inclusive movement organization and to fighting for all kinds of justice. How could they address the many race and gender injustices members faced, avoid schism, and maintain the unity needed to win? Sharon Kurtz, an experienced union activist and former clerical worker herself, was welcomed into the union and pursued these questions. Using this case study and secondary studies of sister clerical unions at Yale and Harvard, she examines the challenges and potential of identity politics in labor movements. With the Columbia strike as a point of departure, Kurtz argues that identity politics are valuable for mobilizing groups, but often exclude members and their experiences of oppression. However, Kurtz believes that identity politics should not be abandoned as a component in building movements, but should be reframed -- as multi-identity politics. In the end she shows an approach to organizing with great potential impact not only for labor unions but for any social movement.

Justice in the Workplace acts as a central reference point for application of organizational justice and helps human resource managers relate the importance of justice to their work environments. Forming much of this book's content, outcomes, processes, and interpersonal treatment are three powerful tools for building and maintaining workplace justice. In Part I these books are discussed at a theoretical level. Part II applies these theories to several issues important to both human resource management and society. And Part III looks at organizational justice in the years ahead. Compared to the first volume, this book will appeal to practitioners and researchers in such applied areas as human resource management, industrial organizational psychology, and management.