id	author	title	date	pages	extension	mime	words	sentences	flesch	summary	cache	txt
work_q642rpzx5bboxgm7vkyb4slbf4	Jason A. Colquitt	Justice, Fairness, and Employee Reactions	2015	25	.pdf	application/pdf	13946	1351	52	Our review integrates justice theories (fairness heuristic theory, the relational model, the group engagement model, fairness theory, deonance theory, uncertainty management theory) and broader Those include fairness heuristic theory (Lind 2001a, Van den Bos 2001a), the relational model can be used to manage justice and fairness in organizations, especially given new technological In explaining why employees think about justice issues, two of the theories shown in Figure 2 Thus, affective events theory would argue that employees think about justice issues because just Uncertainty management theory argues that employees think about justice because it helps them Fairness heuristic theory further argues that not all justice-relevant information is treated that employees form fairness perceptions based on unconscious comparisons between a justice event Much of the rationale that social exchange theory offers for the effects of justice and fairness on justice with citizenship behavior when describing the conceptual roots of fairness heuristic theory.	./cache/work_q642rpzx5bboxgm7vkyb4slbf4.pdf	./txt/work_q642rpzx5bboxgm7vkyb4slbf4.txt