Interpersonal Justice

As an employee, we truly want an authority to be trustworthy in a working relationship. Therefore, employees need an observable behavioral evidence that an authority is trustworthy. This can be measured from the four dimensions of justice. There are four types of justice that can judge the fairness of an authority’s decision making. Distributive justice, procedural justice, interpersonal justice, and informational justice can be used to describe how employees are treated by authorities. These actions can be translated into a behavioral data that an authority can be trustworthy. All of the dimensin complement each other in satisfying employees trust levels.

Distributive justice, it reflects the understanding in fairness of outcomes. In a working relationship, employees certainly want equal pay, rewards, evaluations,

This can be showed in the two rules of interpersonal justice. Respect rule explains that employees want authorities to treat them in a dignified manner. Moreover, propiety rule explains that employees want to be treated with appropriateness. These things are helpful to combat rude and disrespectful authorities or when they refer employees with inappropriate labels. Furthermore, by having this rules of interpersonal justice, it can prevent abusive supervision like using hostil verbal and non verbal behaviors.

We need the two rules, because such actions cost U.S business a lot of money due to absenteeism, health care costs, and lost of productivity. Over 15% of employees are victims of abusive behaviors from angry outbursts to public ridiculing. Abused employees usually get more anxiety, burn out, lost of productivity and less satisfaction in their lives. A study showed that positive interactions are more common, but negative interactions are more stronger to damage relationships between employees and authorities when