نحو نموذج لقواعد العدالة التنظيمية كأداة لإدارة التباين في قوى العمل

Abstract EN

Contemporary organizations are currently seeking to maximize the benefits of differentiated characteristics of their human resources on one hand, and to promote justice perceptions between them on the other hand.

In this context, we present a reactive / proactive model of organizational justice rules, and how to apply it according to the surface and deep level of workforce diversity in order to achieve positive outcomes.

This model contains a number of components that contribute to achieve these positive outcomes.

The most important is how to link between the interactive or additional impact of the organizational justice dimensions (distributive, procedural, and interactional) and workforce diversity.

And to ensure that these positive outcomes will continue, Attention also should be paid to both feedback and time factor.

This research recommends conducting field studies that test this model and its various assumptions, and discuss new rules that can be added to it.