CFP: Special Issue of Human Relations – Organizational Justice and Behavioural Ethics

There’s a call for papers for a special issue of the journal Human Relations on Organizational Justice and Behavioural Ethics: New Perspectives on Workplace Fairness – here’s an excerpt:

The aim of this special issue is to begin to bridge the divide between the organizational justice and behavioural ethics literatures, encouraging future research that integrates the field and extends our theoretical understanding of these issues….we feel that the time is ripe for a special issue that aims to bring together research from these parallel disciplines so that new insights into workplace (un)fairness and (un)ethicality may be generated.

By recognising the shared concerns of, and concepts within, organizational justice and behavioural ethics research, scholars are challenged to explore, and borrow from, each other’s field to more effectively respond to individual and societal concerns regarding workplace (un)fairness. Indeed, recent organizational justice research has taken tentative, yet encouraging, steps in this direction. For example, studies of fairness motivations and deontic justice have begun to explore the importance of morality (e.g. moral motivations, moral convictions, moral identity, ethical orientation) in the driving of individual justice behaviours and judgements. By opening up the organizational justice research agenda to these wider ethical models and concepts we begin to better understand how and why various actors within the employment relationship behave (un)fairly, justify their decisions and actions as fair, and react to the perceived (un)fairness of others.

This special issue invites papers that are at the forefront of contemporary research into organizational justice and/or behavioural ethics. Our hope is to develop new insights into the moral, ethical and justice challenges facing organizations. In particular, we encourage submissions that address the following research questions, although this is not meant to be an exhaustive list:

  • What are the contextual antecedents of (un)just (e.g. discrimination, denial of voice) and (un)ethical (bribery, corruption, theft, whistleblowing) behaviour? For example, what is the role of HRM/people management policies and practices?
  • How can collective justice concepts, such as systemic justice, entity justice or justice climate, help us to understand (un)ethical phenomena at work (e.g. multilevel research on ethical climates or culture of justice)?
  • What is fair, just or ethical leadership? How can organizations promote, support and develop ethical/just leaders?
  • What are the individual differences that may explain (un)just and (un)ethical behaviour – including themes of justice sensitivity, moral identity, ethical orientation, moral maturity and empathy? Work on individual differences should not simply be a search for moderators but should provide substantial insight and contribution through clearly articulated conceptual models. Individual differences could also consider the role of context and circumstances.
  • How can theories of justice and behavioural ethics inform policies of environmental sustainability, corporate social responsibility and business ethics?
  • What are the challenges of managing fairness cross-culturally – including questions of societal/cultural values and differences in what is perceived as (un)fair and people’s reactions to (un)fairness? What are the implications for multinationals and FDIs?
  • When might morality and justice be incongruent – can moral decisions be unfair, or fair decisions be immoral?

We are particularly seeking submissions based on well designed empirical investigations of these issues, although strong conceptual work will also be considered…

Deadline is 31 January 2012.