Equity, equality, power, and conflict

Article Abstract:

Although equity theory has dominated the conception of justice in organizational relations, equality also shapes justice expectations and behaviors. Therefore, there are two basic and, in principle, inevitable pressures toward conflict: (a) one stems from equity violations and results in overt conflict involving attempts to restore justice and (b) the other stems from equality violations and results in nondirected conflict that is symptomatic of decreased social cohesiveness. Power shapes distributive orientations, and, therefore, it is an important determinant of conflict pressures. A framework linking distributive justice principles, power, and conflict is advanced and used to suggest a new perspective on issues of organizational strategy. (Reprinted by permission of the publisher.)

Usage, Interpersonal conflict, Distributive justice

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When will stakeholder groups act? An interest- and identity-based model of stakeholder group mobilization

Article Abstract:

Organizational behavior is analyzed utilizing the stakeholder group mobilization interest- and identity-based model.

Science & research, Research, Economic aspects, Group identity, Social identity, Interest (Psychology)

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A new look at stigmatization in and of organizations

Article Abstract:

The process of stigma and stigmatization in offices that can have a positive or detrimental effect is discussed.

United States, Organizational research, Stigma (Social psychology)

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