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• W1567870014 abstract "Purpose With the development of China's economy, more and more Chinese researchers in HR field try to explore suitable policies and practices from China's realities. Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that organizational justice plays a critical role in effective management of employees' attitude and behaviors. The purpose of this paper is to demonstrate a framework for matching organizational justice and employment mode. Design/methodology/approach Quantitative research method is used in this study. Base on literature review of organizational justice, HR architecture social exchange and so on. The study tries to find out the relations between organizational justice and employment mode. Findings The study integrates these two seemingly disparate streams of research, and put forwards a framework for matching organizational justice and employment mode. Different groups of employees are managed differently and may require different organizational justice styles, and organizational justice styles should be consistent with the underlying objectives and psychological contracts underlying different employment modes. Originality/value The study tries to make organizational justice strategies match with employment modes and it is an attempt to use organizational justice to manage different employee groups from contingent and deploying perspective." @default.
• W1567870014 created "2016-06-24" @default.
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• W1567870014 date "2009-05-29" @default.
• W1567870014 modified "2023-10-10" @default.
• W1567870014 title "Matching organizational justice with employment modes" @default.
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• W1567870014 doi "https://doi.org/10.1108/17468770910965028" @default.
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