Editing Procedural justice (section)

== Giving group members a voice ==
Procedural justice deals with the perceptions of fairness regarding outcomes. It reflects the extent in which an individual perceives that outcome allocation decisions have been fairly made. The use of fair procedures helps communicate that employees are valued members of the group. Procedural Justice can be examined by focusing on the formal procedures used to make decisions. Procedural justice, a subcomponent of [[organizational justice]], is important in communication and in the workplace because it involves fair procedures, it allows the employees to have a say in the decision process, it gives employees fair treatment, and allows them to have more input in the appraisal process. Additionally, research by [[Tom R. Tyler]] and colleagues found that giving disgruntled group members a voice regardless of whether it is instrumental (i.e., a voice that affects the decision-making process) or non-instrumental (i.e., a voice that will not have any weighting on the decision-making process) is sometimes enough for a process to be viewed as fair.<ref>{{cite journal|last=Tyler|first=Tom|author2=Degoey Peter |author3=Smith Heather |title=Understanding why the justice of group procedures matters: A test of the psychological dynamics of the group-value model|journal=Journal of Personality and Social Psychology|year=1996|volume=70|issue=5|pages=913–930|doi=10.1037/0022-3514.70.5.913}}</ref><ref>{{cite book|last=Lind|first=Edgar Allen|title=The social psychology of procedural justice|year=1988|publisher=Plenum Press|location=New York}}</ref>

The ability and right to a voice is linked with feelings of respect and value, which emphasizes the importance of the interpersonal factors of procedural justice.<ref>{{cite journal|last=Tyler|first=Tom|author2=Degoey Peter|title=Collective restraint in social dilemmas: Procedural justice and social identification effects on support for authorities|journal=Journal of Personality and Social Psychology|year=1995|volume=69|issue=3|pages=482–497|doi=10.1037/0022-3514.69.3.482 }}</ref> This is important in the workplace because employees will feel more satisfied and respected, which can help to increase job task and [[contextual performance]]. There is an emphasis on the interpersonal and social aspects of the procedure, which result in employees feeling more satisfied when their voices are able to be heard. This was argued by [[Greenberg and Folger]]. Procedural justice also is a major factor that contributes to the expression of employee [[dissent]]. It correlates positively with managers' upward dissent. With procedural justice there is a greater deal of fairness in the workplace.