Organizational Justice and Psychological Contract

The concept of organizational justice and justice is an important foundation for organizational research. Due to the potential outcome of the research, researchers and practitioners are very concerned about the concept of justice in the organization. Fairness perspective is used as an important factor in explaining, predicting and understanding human behavior in an organization (Hartman & Galle Jr., 1999; Martin & Bennett, 1996; Viswesvaran & Ones, 2002). As Colquitt et al. (2001a) Several studies on organizational justice explained that fair treatment shows significant influence on individual employee's attitudes such as satisfaction and commitment and individuals.

Organizational justice theory provides a model to explore and understand the perception of fairness and impartiality among those affected by change. In order to explain fair judgment, OJT combines social psychology theory with a psychological contract model. Three types of OJTs have been defined based on individual perceptions of their internal fairness; i) Distribution justice refers to the perception of fairness in decision results and whether the reward is proportional to cost It is judged by measuring whether the result matches the expectation (Blau, 1964, Colquitt, cited in 2006), and whether the result / input ratio is consistent with other comparisons (Adams, 1965)

Psychological contract theory in employment organization - and relationships in society, communication, and broader "psychological contracts" and "psychological contracts" are an increasingly important aspect of workplace relations and broader human behavior. The description and definition of psychological contracts first appeared in the 1960s. In particular, it appeared in works by Chris Argyris and Edgar Schein, organization and behavior theorists. Since then, many other experts have been advocating their own ideas on this theme. Psychological contracts are deep and diverse concepts that can be widely interpreted and studied theoretically.

The purpose of the report is to discuss the theory of psychological contracts in organizational employment and to make its evolution by discussing various theories, current situation, related issues of various writers, and their importance in training and apprenticeship programs It is to consider. This report focuses on the theoretical and practical aspects of psychological contracts. This report shows how the concept of psychological contract evolves and what different authors say.

Industrial psychology, organization psychology (I / O psychology), also known as industrial psychology, organization psychology, work and organization psychology, is an applied field of psychology. I / O psychology is a work related human behavioral science that applies the theory and principles of psychology to workplace organizations and individuals, as well as personal work life. I / O psychologist was trained in scientist - practitioner model. They contribute to the success of the organization by improving employee performance, motivation, job satisfaction, occupational health and safety, and employee's overall health and well-being. I / O psychologists will investigate ways to improve these behaviors and attitudes through employee behavior and attitudes, recruitment practices, training programs, feedback and management systems.