FALL 2013
Dr. Ann Marie Ryan
333 Psychology Bldg
[email protected]
Class meets Mon and Wed 12:40-2 in Room 107 Berkey***ROOM CHANGE
Course website available on D2L
Office hours: 2 -2:30 M and W and by appointment
Course description:
This course will provide an examination of psychological research that can inform how to design
fair and effective workplaces from the perspective of organizational psychology.
Overall Course Objectives:
1. To define what makes a fair workplace
2. To evaluate that definition in various workplace employment decision contexts (e.g.,
selection, pay, layoffs, policies)
3. To evaluate individual and contextual factors that influence perceptions of fairness at
4. To determine how to alter workplace environments to positively influence fairness
5. To specify the effects of unfairness on individuals and organizations
6. To evaluate systematic and individual means of addressing unfairness
7. To critically review empirical research on fairness and justice in the workplace
There is no text for the course. Most of the assigned readings are available via links on the D2L
site, which you can download and/or print for your personal use. For those few readings that
MSU does not have library access, there is a coursepack available for purchase at the MSU
bookstore for $27.25. A list of all reading assignments and dates of assignments is included
below for your reference.
Attendance Policy
Attendance is expected at classes. This is an upper level class and thus it is expected that you
will be engaged in discussion and interactions with classmates. In-class participation is part of
one’s grade, and in-class exercises will be turned in towards a grade.
Grading criteria:
Final grades will be based on the following:
Justice audit project
Indepth assignments (7 at 20 points each)
Prework short notes and discussion posts (15 for 5 pts each)
In class participation (up to 15 at 3 points each)
Total 360
Grade cutoffs
324 points and above 4.0
306-323 points
In class participation points.
Calculation of credit for class participation takes into account the likelihood that you may miss
several classes due to illness or emergencies. There are 3 participation opportunities per class
during 20 separate classes this term, yet you need only get 15 of those to get full points. Points
are given for participating and completing work. Points will be assigned on the scale below
To be clear, if you miss class, this scale is very generous in allowing for such events. It also
means that there is no value in attempting to talk your way into more points at the end of the
Extra credit
There are no extra credit opportunities –there are multiple opportunities for you to improve your
Late or missed assignments. Handing in assignments later than the start of class on the date due
is not acceptable. Late assignments ARE NOT ACCEPTED. Note that the D2L dropbox for
assignments automatically stops taking submissions within minutes of the start of class on dates
when assignments are due – do NOT wait until the last minute to submit the assignment.
Grade posting
Grades will be posted in a timely fashion. It is your responsibility to check the posted grades
throughout the term for accuracy.
Academic Honesty: Article 2.3.3 of the Academic Freedom Report states: “The student shares
with the faculty the responsibility for maintaining the integrity of scholarship, grades, and
professional standards.” In addition, the psychology department adheres to the policies on
academic honesty specified in General Student Regulation 1.0, Protection of Scholarship and
Grades; the all-University Policy on Integrity of Scholarship and Grades; and Ordinance 17.00,
Examinations. (See Spartan Life: Student Handbook and Resource Guide and/or the MSU Web
Therefore, you are expected to complete all course assignments without assistance from any
source. You are expected to develop original work for this course; therefore, you may not submit
course work you completed for another course to satisfy the requirements for this course.
Students who violate MSU rules may receive a penalty grade, including but not limited to a
failing grade on the assignment or in the course. Specific to this course, plagiarism of an
assignment results in a zero for that assignment. Attempting to gain participation points for
someone is not in attendance in class (handing in work with the name on it of someone not in
attendance) or in other ways misrepresenting completion of the participation requirement results
in a 0.0 final course grade (i.e., failure in the class, not just on the requirement points).
Instructor Availability:
While I do have set office hours, I am available to meet with students at other times by
appointment. However, my schedule is a full one and so dropping by may not be the best
strategy – please email to schedule appointments. I do check email frequently. Also, a little
common courtesy in your email is more likely to generate an equally courteous and timely
Classroom Rules of Conduct
Cell phones must be turned off before class starts. Individual conversations outside of set
discussion are disruptive to other learners – if you are disruptive, you will be asked to leave the
class. The course is structured to encourage discussion and interaction – please treat other
members of the class with courtesy and respect. Texting, emailing, game playing, and web
surfing during class are counterproductive to learning, lessen your capacity to engage with those
around you, and can be rude. Leave the outside world outside of class and be fully present. If
for some reason you must arrive late or leave early (e.g., illness, car trouble), please take a seat
near the door and minimize disruption of others with your arrival/departure. While I do not mind
beverages in class, please refrain from eating unless you have enough to share with everyone.
Online expectations
D2L is new to me and to many of you as well so please be patient with any snags or missteps.
Some assignments will require you to post to a discussion board your thoughts and ideas. While
I encourage you to be yourself in your expressions, I also expect courtesy and respect for others.
Please refrain from language that others might find offensive. There are topics we will discuss
where individuals may have very different opinions and views – please express your dissenting
viewpoint diplomatically.
If you have a disability that will require accommodations, please see me the first week of class.
If you will miss class for a religious observance, let me know in advance.
Emergency Procedures
If an emergency should occur that would require the cancellation of class, I will send an email
via D2L.
Tips for Success
This is not a class of lecturing – class time will be spent on integration with the assumption that
you are coming to class prepared. Some hints for being successful:
Read any assignment BEFORE class.
Finish the assignments early
Ask questions.
Share your own experiences.
Be engaged– you get more if you give more.
Tentative course schedule
(this schedule is subject to change)
August 28
Sept 4
Sept 9
What is Fair?
Org Justice Theory: components
Sept 11
Org Justice Theory: antecedents
Sept 16
Org Justice Theory: outcomes
Sept 18
Org Justice Theory: outcomes
Sept 23
Culture and fairness
Sept 25
Sept 30
Oct 2
Oct 7
Oct 9
Oct 14
Oct 16
Legal definitions of fairness
Legal definitions of fairness
Fair Labor Practices
Guest, Megan Huth, Google
Fairness in hiring practices
Fairness in hiring practices
Fairness in pay and recognition
Oct 21
Fairness in pay and recognition
Oct 23
Fairness: layoffs and mergers
Oct 28
Oct 30
Fairness: terminations
Technology and performance
monitoring policies
Policies on when, where & how
much work
Nov 4
Nov 6
Appearance & Behavior policies
Nov 11
Safety & Health policies
Nov 13
Accommodations and exceptions
Interview assignment due
Cropanzano et al;
Brockner et al readings
Kim & Mauborgne reading
Greenberg workplace status reading
Bies reading
Social media assignment
Bowen et al reading
Masterson reading
Bobocel reading
Audit focus due
Culture blogs exercise
Wired reading
EEO assignment
Von Bergen reading
Watch TED talk
Discussion posts for Audit feedback
Criminal background assignment
Davidson et al reading
Greenberg pay cut reading
Yaccino & Cooper reading
Maximum wage reading
Sandberg reading
Perlin reading
Audio on rewards
Melokonian et al reading
Audit final plan due
Repa reading
Scenario evaluation assignment
Grandey reading;
Moore reading
Telecommuting assignment
Stephenson reading
Kimmel reading
Konovosky & Cropanzano reading
Listen to Wellness program
Colias reading
Prottas reading
Collela reading
Nov 18
Nov 20
Guest, Valerie Meder, Subway
Accommodations and exceptions
Nov 25
Nov 27
Addressing unfairness: individual
Addressing unfairness: systems
Dec 2
Dec 4
Dec 9
Audit discussions
Final exam meeting 12:45-2:45
Semple reading
Kelly reading
Pregnancy audio
40% quota link
Networks audio
Folger & Cropanzano reading Part I
Folger & Cropanzano reading Part II
Greenberg smoking ban reading
Truxillo et al reading
Audit projects due
LIST OF READINGS (note on whether on D2L or in coursepack)
9/9: Cropanzano, R., Bowen, DE, Gilliland, WS (2007) The management of organizational
justice. Academy of Management Perspectives, 301-48 (link on D2L)
9/9: Brockner, J. (2006). Why is it so hard to be fair? Harvard Business Review, (link on D2L)
9/11: Kim, WC & Mauborgne, R 1997. Fair process: managing in the knowledge economy,
Harvard Business Review. (link on D2L)
9/11: Greenberg, J. (1988). Equity and workplace status: A field experiment. Journal of Applied
Psychology, 73(4), 606-613. (link on D2L)
9/16: Bies, R.J. & Tripp, T.M. (2005). Badmouthing the company: bitter employee or
concerned corporate citizen? In R.E. Kidwell & C.L. Martin (Eds.) Managing organizational
deviance. Thousand Oaks, CA: Sage Publications p 97-108 (in coursepack)
9/18: Bowen, DE, Gilliland SW & Folger R (1999). HRM and service fairness: how being fair
with employees spills over to customers. Organizational Dynamics, 27,p7-23. (link on D2L)
9/18: Masterson, S.S. (2001). A trickle-down model of organizational justice: Relating
employees' and customers' perceptions of and reactions to fairness. Journal of Applied
Psychology, 86, 594-604. (link on D2L)
9/18: Bobocel, D. R. (2013). Coping With Unfair Events Constructively or Destructively: The
Effects of Overall Justice and Self-Other Orientation.
9/23: (link on D2L)
9/30: Von Bergen, CW (2008). The times they are a-changing: Family responsibilities
discrimination and the EEOC Employ Respons Rights J 20: 177-194. (link on D2L)
10/14: Davison, HK, Marasit CC Hamilton RH & Bing MN (2012) To screen or not to screen?
Using the internet for selection decisions. Employee Rights and Responsibilities Journal, 24, 121. (link on D2L)
10/16: Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden
cost of pay cuts. Journal of Applied Psychology, 75(5), 561. (link on D2L)
10/16: Yaccino, S. & Cooper, M. (2013). Cries of betrayal as Detroit plans to cut pensions. The
New York Times, July 21. (link on D2L)
10/21: Sandburn, J. (2012). The beginning of the end of the unpaid internship., May
2 (Link on D2L)
10/21: Perlin, R. (2013). Unpaid interns: silent no more. The New York Times, July 20. (link
on D2L)
10/23: Melkonian T Monin P & Noorderhaven NG 2011 Distributive justice, procedural
justice, exemplarity and employees’ willingness to cooperate in M&A integration processes: an
analysis of the Air France-KLM merger, Human Resource Management, 50, 809-837. (link on
10/28: Repa, B.K. (2010) Your Rights in the workplace. NOLO. Ch 9 Losing or Leaving a
Job. P 324-335 only. (in coursepack)
11/4: Grandey, A.A. Family-friendly policies: organizational justice perceptions of need-based
allocations. In R. Cropanzano (Ed.). Justice in the workplace: from theory to practice, Volume
2. Mahwah NJ: Lawrence Erlbaum. P151-168 only. (in coursepack)
11/4: Moore, M. (2011, 05). Jimmy john's workers 'quarantine' sandwich shop. Industrial
Worker. (link on D2L)
11/6: Konovsky, M.A. & Cropanzano, R. (1993). Justice considerations in employee drug
testing. In R. Cropanzano (Eds.). Justice in the workplace: approaching fairness in human
resource management. Hillsdale, NJ: Lawrence Erlbaum.p 181-188 only. (in coursepack)
11/6: Stephenson, C. (2010). Dress policies for law firms and their clients. Lawyers USA, (link
on D2L)
11/6 Kimmel, M (2013). Fired for being beautiful. NY Times. (link on D2L)
11/11: Colias, M. (2009) Get Healthy or Else?: Crain's Chicago Business 32.17 (Apr 27): 2.
(link on D2L)
11/13: Prottas, D.J. 2012 The vampire in the next cubicle: the Americans with Disabilities Act
and the Undead, Employee Responsibilities and Rights Journal, 24, 9-89 (link on D2L)
11/13: Colella, A 2001 Coworker distributive fairness judgments of the workplace
accommodation of employees with disabilities, Academy of Management Review, 26, 100-116.
(link on D2L)
11/20: Semple, K. (2013). A Somali influx unsettles Latino Meatpackers. In M. Adam, W.J.,
Blumenfeld, C. Castaneda, H.W Hackman, M.L. Peters, & X. Zuniga (Eds). Readings for
diversity and social justice (3rd edition) New York: Routledge. P 286-289. (in coursepack)
11/20 Kelly, EP 2008 Accommodating religious expression in the workplace. Employee
Responsibilities and Rights Journal, 20, 45-56. (link on D2L)
11/27 and 12/2: Folger, R. & Cropanzano, R. (1998). Ch 6: Organizational justice and conflict
management: social accounts, third parties, and grievance systems. In Organizational Justice
and Human Resource Management. (in coursepack)
Read 133-156 on 11/27
Read 156-172 on 12/2
12/2: Truxillo, D. M., Bauer, T. N., & Campion, M. A. (2009). Organizational justice
interventions: Practicalities, concerns, and potential. Industrial and Organizational Psychology:
Perspectives on Science and Practice, 2(2), 211-214. (link on D2L)
12/2: Greenberg, J. (1994). Using socially fair treatment to promote acceptance of a work site
smoking ban. Journal of Applied Psychology, 79(2), 288. (link on D2L)
Journal of Applied Psychology 05/2013;