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Why do employees accommodate organizational injustice: The reasons for self-ruse

Author

Listed:
  • Gabriel Etogo

    (Université de Douala)

  • Christophe Estay

    (Métis Lab EM Normandie - EM Normandie - École de Management de Normandie = EM Normandie Business School)

  • Joseph Olugbenga Omoloba

    (LIRSA - Laboratoire interdisciplinaire de recherche en sciences de l'action - Cnam - Conservatoire National des Arts et Métiers [Cnam])

Abstract

Many research in organizational behavior helps to understand the negative consequences of injustice perceptions. While few studies have been conducted on the cognitive processes that addresses organizational injustice. The purpose of this paper is to examine the relationship between organizational injustice and employee's engagements. To do this, we rely on the relational paradigm. It is on this premises, this paper offers a more informed interpretation of the accommodation to organizational injustice centered on a coherent reasoning.

Suggested Citation

  • Gabriel Etogo & Christophe Estay & Joseph Olugbenga Omoloba, 2021. "Why do employees accommodate organizational injustice: The reasons for self-ruse," Post-Print hal-05082577, HAL.
    • Handle: RePEc:hal:journl:hal-05082577
    Note: View the original document on HAL open archive server: https://normandie-univ.hal.science/hal-05082577v1
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    References listed on IDEAS

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    4. Eve Chiapello & Luc Boltanski, 1999. "Le nouvel esprit du capitalisme," Post-Print hal-00680085, HAL.
    5. Jerry Hallier & Philip James, 1997. "Middle Managers and the Employee Psychological Contract: Agency, Protection and Advancement," Journal of Management Studies, Wiley Blackwell, vol. 34(5), pages 703-728, September.
    Full references (including those not matched with items on IDEAS)

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