Robert Folger - Academia.edu (original) (raw)
Papers by Robert Folger
Human Resource Management Review, 2017
Abstract We propose that the process of abduction is a useful tool for how management scholars ca... more Abstract We propose that the process of abduction is a useful tool for how management scholars can better develop new explanatory hypotheses and theories. In doing so, we differentiate abduction from the more commonly studied methods of deduction and induction. We briefly explain the various research streams on abductive reasoning and propose a version that is focused more on the process of abductive reasoning and less on the outcomes. We argue that by using contrastive reasoning and by recognizing different triggers of abduction, this process can help guide researchers to the types of causal explanations that are interesting. We conclude with some examples of abduction in the history of management research and a discussion of features of the reasoning processes involved.
The Oxford Handbook of Justice in the Workplace, 2015
Relative deprivation and social comparison: the …, 1986
... l976: Crosby & Gonzalez-Intal. ... are taken as a given, and future conse-quences are ext... more ... l976: Crosby & Gonzalez-Intal. ... are taken as a given, and future conse-quences are extrapolated itypically with respect to an end state after some ... an indication of the respondent's willingness to endorse the status quotake into account considerations that extend beyond the ...
Social Justice Research
We introduce this special issue on “Social Justice: Lessons Learned and Needed Research.” The iss... more We introduce this special issue on “Social Justice: Lessons Learned and Needed Research.” The issue honors Early Career Award winners chosen by the International Society for Justice Research. The resulting articles represent notable contributions to the domain of research and theory on justice.
Critical Issues in Social Justice, 1981
Social Justice Research, 2005
Organizational Justice and Human Resource Management
Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management Foundations... more Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management Foundations for Science ASage Publications Series ... Organizational Justice and Human Resource Management "Thi. s One QZG1-550-ECGP ... FOUNDATIONS FOR ORGANIZATIONAL ...
Academy of Management Proceedings
Academy of Management Proceedings
Http Dx Doi Org 10 1207 S15324834basp1404_3, Jun 7, 2010
Administrative Science Quarterly, Dec 1, 1999
Organizational Behavior and Human Performance, 2014
Public Administration Quarterly, Jul 1, 1995
Because organizational change involves changes in policies, procedures, and resource allocations,... more Because organizational change involves changes in policies, procedures, and resource allocations, issues of fairness are inherent in change programs.1 Certainly organizational development (OD) has long shown an ethical concern about issues of fairness in its core values (eg, ...
Employee Responsibilities and Rights Journal, 1993
Http Dx Doi Org 10 1207 S15324834basp1301_10, Jun 7, 2010
Journal of Managerial Issues, Jun 22, 2012
Organizational Behavior and Human Decision Processes, Feb 1, 2003
ABSTRACT We investigate the ways in which concern for fairness influences decision-making. We use... more ABSTRACT We investigate the ways in which concern for fairness influences decision-making. We use a paradigm previously shown to illustrate circumstances under which a decision maker sacrifices some of his or her own potential for financial gain to punish or reward someone who has demonstrated a prior intent to be either unfair or fair to another person. By ruling out alternative hypotheses related to the original finding, we obtain evidence that “virtue is its own reward”: Decision makers make self-sacrificing allocations, despite the absence of short- or long-term benefits for doing so. Extending the generality of this effect, we also identify circumstances under which the desire for virtuous fairness produces decisions that are not self-sacrificial and do reward someone whose motives seemingly include a willingness to exploit others. These special circumstances apparently indicate the decision maker's belief that “two wrongs don't make a right.” Thus, these studies show that the fairness motive and moral concerns can influence decisions that have economic impact. We extend the range of effects in other studies to include condemnation of interactional injustice and we discuss implications of the overall set of studies in terms of three new foci for attention: A focus on the perpetrator, a focus on the victim, and a focus on the offensiveness of the act itself.
Human Resource Management Review, 2017
Abstract We propose that the process of abduction is a useful tool for how management scholars ca... more Abstract We propose that the process of abduction is a useful tool for how management scholars can better develop new explanatory hypotheses and theories. In doing so, we differentiate abduction from the more commonly studied methods of deduction and induction. We briefly explain the various research streams on abductive reasoning and propose a version that is focused more on the process of abductive reasoning and less on the outcomes. We argue that by using contrastive reasoning and by recognizing different triggers of abduction, this process can help guide researchers to the types of causal explanations that are interesting. We conclude with some examples of abduction in the history of management research and a discussion of features of the reasoning processes involved.
The Oxford Handbook of Justice in the Workplace, 2015
Relative deprivation and social comparison: the …, 1986
... l976: Crosby & Gonzalez-Intal. ... are taken as a given, and future conse-quences are ext... more ... l976: Crosby & Gonzalez-Intal. ... are taken as a given, and future conse-quences are extrapolated itypically with respect to an end state after some ... an indication of the respondent's willingness to endorse the status quotake into account considerations that extend beyond the ...
Social Justice Research
We introduce this special issue on “Social Justice: Lessons Learned and Needed Research.” The iss... more We introduce this special issue on “Social Justice: Lessons Learned and Needed Research.” The issue honors Early Career Award winners chosen by the International Society for Justice Research. The resulting articles represent notable contributions to the domain of research and theory on justice.
Critical Issues in Social Justice, 1981
Social Justice Research, 2005
Organizational Justice and Human Resource Management
Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management Foundations... more Robert Folger Russell Cropanzano Organizational Justice and Human Resource Management Foundations for Science ASage Publications Series ... Organizational Justice and Human Resource Management "Thi. s One QZG1-550-ECGP ... FOUNDATIONS FOR ORGANIZATIONAL ...
Academy of Management Proceedings
Academy of Management Proceedings
Http Dx Doi Org 10 1207 S15324834basp1404_3, Jun 7, 2010
Administrative Science Quarterly, Dec 1, 1999
Organizational Behavior and Human Performance, 2014
Public Administration Quarterly, Jul 1, 1995
Because organizational change involves changes in policies, procedures, and resource allocations,... more Because organizational change involves changes in policies, procedures, and resource allocations, issues of fairness are inherent in change programs.1 Certainly organizational development (OD) has long shown an ethical concern about issues of fairness in its core values (eg, ...
Employee Responsibilities and Rights Journal, 1993
Http Dx Doi Org 10 1207 S15324834basp1301_10, Jun 7, 2010
Journal of Managerial Issues, Jun 22, 2012
Organizational Behavior and Human Decision Processes, Feb 1, 2003
ABSTRACT We investigate the ways in which concern for fairness influences decision-making. We use... more ABSTRACT We investigate the ways in which concern for fairness influences decision-making. We use a paradigm previously shown to illustrate circumstances under which a decision maker sacrifices some of his or her own potential for financial gain to punish or reward someone who has demonstrated a prior intent to be either unfair or fair to another person. By ruling out alternative hypotheses related to the original finding, we obtain evidence that “virtue is its own reward”: Decision makers make self-sacrificing allocations, despite the absence of short- or long-term benefits for doing so. Extending the generality of this effect, we also identify circumstances under which the desire for virtuous fairness produces decisions that are not self-sacrificial and do reward someone whose motives seemingly include a willingness to exploit others. These special circumstances apparently indicate the decision maker's belief that “two wrongs don't make a right.” Thus, these studies show that the fairness motive and moral concerns can influence decisions that have economic impact. We extend the range of effects in other studies to include condemnation of interactional injustice and we discuss implications of the overall set of studies in terms of three new foci for attention: A focus on the perpetrator, a focus on the victim, and a focus on the offensiveness of the act itself.