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Dear Colleague

Could you please be kind enough posting this call for chapters.Thank you.

Best Regards,

Djamel Eddine Laouisset

Professor - Alhosn University Faculty of Business - UAE

Visiting Professor - U Nottingham Business School - UK

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Editor

Prof. Djamel Eddine Laouisset/Professor Faculty of Business/Alhosn University/Abu Dhabi/United Arab Emirates & Visiting Professor University of Nottingham Business School/UK

Call for Chapters

Proposals Submission Deadline: May 30, 2015

Full Chapters Due: July 30, 2015

Introduction

Organizational justice is a major area in the field of organizational behavior, it basically "refers to people's perceptions of justice in organizations" (Greenberg, 1987). In fact, it studies how distribution is implemented in terms of various outcomes and procedures, how it is justified and what interpersonal relations it involves. Organizational justice theory has grown in two distinct paths, first, the structure of justice and, second, the impact of justice or lack of it on various outcomes. In a first path, organizational justice theory has evolved into three dimensions of justice, first, distributive (Greenberg, 1987), second, procedural (Thibaut & Walker, 1975) and, third, interactional (Greenberg, 1987). The third dimension has two sub-dimensions, first, interpersonal, related to respect and dignity, and, second, informational, related to honesty and adequacy (Greenberg, 1993). In a second path, organizational justice theory has evolved into identifying the various effects of organizational justice on a number of work outcomes such as performance evaluation and organizational commitment for instance (Korsgaard, 1995 & Materson, 2000).

Objective

Organizations are assumed to have the power to influence justice perceptions resulting from the aggregation of individual and group-level interactions of organizational justice' triple dimension (Cropanzano, 2001), and we assume that an Islamic reading of the extant literature may add practical value and offer a valuable scholarly contribution to the area of global organizational behavior in general and organizational justice research in particular. Field researchers may achieve a better understanding of the expectations and decisions made by various actors regarding organizational justice global challenges and how these choices contribute to shape a harmonious cross-cultural organizational life.

Submission Procedure

Interested authors are invited to submit on or before May 30th, 2015, a 2-3 page chapter proposal clearly explaining the mission and concerns of his or her proposed chapter, identifying its authors, motivation, objectives, expected results, and an overview of its structure and development. Proposals should be submitted via the editor email: d.laouisset@alhosnu.ae.

Authors of accepted proposals will be notified by June 30th, 2015 about the status of their proposals and sent chapter guidelines. Full chapters are expected to be submitted by July 30th, 2014. All submitted chapters will be reviewed on a double-blind review basis.

Publisher

This book is scheduled to be published by Palgrave Mc Millan. For additional information regarding the publisher, please visit www.palgrave.com. This publication is anticipated to be released in 2016.

Important Dates

Proposal Submission Deadline: May 30, 2015

Notification of Acceptance: June 30, 2015

Full chapter Submission: July 30, 2015

Review Results to Authors: August 15, 2015

Final Chapter Submission: August 30, 2015

Inquiries

d.laouisset@alhosnu.ae

dlaouisset@gmail.com

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