Distributive Fairness

Definition

Distributive fairness refers to the perceived fairness of the allocation of outcomes, resources, or rewards among individuals or groups. It is a crucial aspect of organizational justice that focuses on the equitable distribution of tangible and intangible benefits within an organization.

5 Must Know Facts For Your Next Test

1. Distributive fairness is concerned with the perceived fairness of the actual outcomes, rather than the fairness of the procedures used to determine those outcomes.
2. Factors that influence perceptions of distributive fairness include the consistency, equity, and transparency of the allocation process.
3. Distributive fairness is closely linked to employee satisfaction, commitment, and organizational citizenship behaviors.
4. Perceived unfairness in the distribution of rewards, resources, or outcomes can lead to negative emotions, decreased motivation, and counterproductive work behaviors.
5. Organizations can enhance distributive fairness by clearly communicating the criteria used for resource allocation, ensuring consistency in the application of those criteria, and involving employees in the decision-making process.

Review Questions

• Explain how distributive fairness relates to employee satisfaction and organizational commitment.
  • Distributive fairness is a key determinant of employee satisfaction and organizational commitment. When employees perceive the distribution of rewards, resources, and outcomes within the organization as fair and equitable, they are more likely to feel satisfied with their work and more committed to the organization. Conversely, perceptions of unfair distribution can lead to dissatisfaction, reduced motivation, and a decreased sense of loyalty towards the organization. Ensuring distributive fairness helps foster a positive work environment and promotes a stronger psychological contract between employees and the organization.
• Describe the relationship between distributive fairness and organizational citizenship behaviors.
  • Distributive fairness is closely linked to organizational citizenship behaviors (OCBs), which are voluntary actions that contribute to the overall effectiveness of the organization. When employees perceive the distribution of outcomes, resources, and rewards as fair, they are more likely to engage in OCBs, such as helping colleagues, volunteering for additional tasks, and going above and beyond their job requirements. This is because a sense of fairness fosters a positive work environment, promotes a spirit of cooperation, and encourages employees to reciprocate the organization's fair treatment through discretionary, prosocial behaviors. Conversely, perceptions of unfair distribution can undermine OCBs and lead to more self-interested behaviors.
• Analyze the role of employee involvement in enhancing perceptions of distributive fairness within an organization.
  • Involving employees in the decision-making process related to the distribution of resources, rewards, and outcomes can significantly enhance perceptions of distributive fairness. When employees have a voice in the allocation process and understand the criteria used, they are more likely to perceive the distribution as fair and equitable. This participation fosters a sense of transparency, accountability, and procedural justice, which in turn positively influences perceptions of distributive fairness. Additionally, employee involvement can help ensure that the allocation criteria align with the organization's values and goals, further reinforcing the perceived fairness of the distribution. By actively engaging employees in the distributive process, organizations can build trust, increase buy-in, and promote a culture of fairness and transparency.

Related terms

Procedural Fairness: The perceived fairness of the processes and procedures used to determine the distribution of outcomes, resources, or rewards.

Interactional Fairness: The perceived fairness of the interpersonal treatment and communication during the implementation of procedures and the distribution of outcomes.

Organizational Justice: The overall perception of fairness within an organization, encompassing distributive, procedural, and interactional fairness.