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This paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.

This study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.

As discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among the justice norms, interpersonal justice has the strongest impact on relationalism.

The paper shows how each justice norm has a distinct impact in shaping relational norms, and that interpersonal justice has the highest impact. In addition, with enhanced relationalism salespeople become more committed and have lower turnover intentions. Future research could use a longitudinal study, present manager’s side in the model and measure and compare the impact of supervisor- versus organization-focused justice.

To enhance relationalism, and thus in turn increase commitment and decrease turnover intention of salesforce, sales managers should pay attention to the salespeople’s perceptions of justice norms (distributive, procedural, informational and interpersonal justice), especially interpersonal justice, as it has the highest impact on relationalism. The specific ways to enhance justice perceptions are discussed.

This paper is the first to show how each justice norm is unique in its importance to shape the relationship between sales manager and salespeople in a way that increases the quality of relational norms, governing the relational process into a highly committed one. It also shows that among the four justice norms, interactional justice has the highest impact on relationalism. In addition, this is the first study to show that relationalism decreases turnover intention of salespeople.

This study aims to present the opinions of public elementary school principals in Turkey about the current organisational justice practices among teachers from the distributive, procedural, interactional, and rectificatory dimensions.

The opinions of 11 public elementary school principals in Ankara about organisational justice practices were identified through focus group and conceptual analyses.

School principals are seen to distribute justice on matters like leave of absence, rewarding, performance appraisal, student allocation to classes, and course programs. Some complicating factors for principals in justice distribution are differences in teachers' perceptions of justice, school size, and restrictions of the policies of the Ministry of National Education. When principals make a mistake in justice distribution, they resort to checking their compliance with regulations, attempting to correct the mistake, and apologising. When teachers deem school principals unfair, they distance themselves, accuse the principals of unfair administration, slow down their work, and engage in gossip.

The research is limited by the relatively small sample of principals involved.

The research will lay the ground for discussion about the steps to eliminate current problems about organisational justice practices in schools and will contribute to policy development by the Ministry of National Education in this regard.

The study is significant in examining the concept of justice as a universal value at the school level, enabling comparison with similar studies in other countries; and being the first research in Turkey to investigate school principals' organisational justice practices.

The purpose of this paper is to investigate whether perceptions of distributive, procedural and interactional justice can explain the frequently reported low organizational commitment of managers in corporate mergers. Specifically, it aims to examine whether each of the justice dimensions is significantly and uniquely related to affective commitment, which of the justice dimensions has the strongest relationship with the criterion, and whether instrumental evaluations or trust might function as a mediator.

A total of 128 managers from 37 companies completed a questionnaire. They had been involved in domestic or European mergers or acquisitions, which varied in the application of fairness rules.

Although each fairness dimension correlated positively with affective commitment, only interactional justice showed a unique relationship with it. Results indicate that both instrumental evaluations and trust can function as a mediator.

Because of the cross‐sectional design, conclusions about the causal order of the variables cannot be drawn.

The authors recommend that top managers should pay extra attention to timely, candid and specific internal communication with thorough and reasonable explanation of decisions, as well as the respectful treatment of managers. Moreover, the results indicate that managers reacted positively to fairness because it conveys positive relational signals, and because one can gain personal advantages through fair outcomes and processes.

The organizational justice approach has not yet been applied, to the authors' knowledge, in quantitative field studies of mergers. Furthermore, this paper offers a contribution to the literature on fairness heuristic theory.

Attempts to trace the evolution of the major ideas of the natural law and in this way shed some light on the ethical contents of economics. Asks the reader to ponder some of the perennial questions such as: What is primary, ego or social association? Is man a social animal by nature? Is man a political animal? Is the justification for human existence to be found in the individual alone or in the social whole? Is society a synthesis of individuals, or does it contain something more than the simple totality of individuals?

Purpose – This chapter examines how the response to the pandemic will have an impact for many years on rule of law mechanisms and human rights within Hungary.

Methodology/Approach – The arguments put forward in this chapter are supported by analysis of key legislation both domestic and international concentrating on how the concept of rule of law has been redefined. This analysis is conducted by focusing on the Hungarian legislation, Fundamental Law, and key sources engaging in the analysis of the effects that the COVID-19 pandemic has had on reshaping the legal landscape.

Findings – In the unprecedented times of a global pandemic it is important to reflect on how the Governments of the world responded to the immediate danger and what ramifications those changes will have as the pandemic unfolds over the coming years. This raises questions regarding the European political landscape and how the cause of the rule of law can be furthered. This chapter argues that the rule of law project of the European Union (EU) as set out in Article 2 of the Treaty of the European Union (TEU) has been circumvented by several rogue states. The European parliament now is finding new ways to engage with and curtail “rogue” Member States which, according to them, step out of line.

Originality/Value – The current research contributes to the ongoing dialogue about the tension that the COVID-19 pandemic had on global legal frameworks. Of particular interest is how the EU and its institutions are uniquely placed to act as an external guarantor of the rule of law. However, this relationship has been tested by Member States, in particular Hungary, with its use of emergency measures. This chapter compliments the body of academic work by analyzing how Hungary has reached the position it is in today and what could be done to bring it back within the ethos of Article 2’s common values of the Member States.

The purpose of this paper is to analyze the relationships among organizational justice, innovative organization culture, perceived organizational support (POS), affective commitment and innovative behavior (IB). The mediating role of POS is tested within the relationship of justice dimensions, affective commitment and IB.

Data for this research were collected from 367 managerial and executive employees working in manufacturing and IT sector firms in Pakistan. Structural equation modeling was utilized to test hypothesized relationships.

Results indicate that organizational justice (distributive, procedural and interactional justice), innovative organization culture and POS are significantly related to affective commitment and employees’ IB. The findings also showed that organizational justice stimulates employees’ affective commitment and IB through mediating POS as well as directly.

The main limitation of this study is its cross-sectional design and self-reported questionnaire data. This study is also limited to manufacturing and IT sector in Pakistan. Therefore, other sectors and geographical locations could be chosen for future research using a bigger sample size.

This study makes important theoretical contributions using social exchange theory. It also expands the research in the area of organizational justice dimensions, organizational culture and POS as antecedents of affective commitment and IB. This study is an exceptional investigation of justice, organization culture, POS, commitment and IB in the Pakistan cultural context.

Despite the importance of interactional fairness, it has been assessed less frequently in literature than has procedural and distributive justice. The effects of interactional fairness are at times stronger than the effects for procedural and distributive fairness, given that supervisors are prominent in any workplace environment and the chief source for interpreting information related to matters such as suitable business practices and goals needed by organizations. This study aims to examine the mediating mechanisms through which interactional justice influences emotional exhaustion and turnover intentions. Specifically, the hypothesis proposes that perceived organizational support and a sense of belongingness simultaneously mediates the relationship between interactional justice and emotional exhaustion, which in turn affects withdrawal cognitions.

The author draws on the literature and studies on the link between organizational justice, stress and turnover to develop the hypotheses, collecting data from 141 employees of different organizations and occupations.

Results of partial least squares structural equation modeling and Preacher and Hayes’ (2004) bootstrapping approach reveal that interactional justice is significantly positively associated with perceptions of organizational support and belongingness, which in turn is negatively associated with emotional exhaustion.

Interactionally fair treatment engenders perceptions of organizational support and heightens a sense of belongingness, subsequently reducing the burden of physical and emotional fatigue on individuals and thereby freeing employees from engaging in turnover cognitions.

The study underscores the importance of fair supervisors. Results suggest that fair supervisors help employees estimate the extent to which their organization is supportive. In addition, fair supervisors reassure subordinates that they are valued, which in turn lessens the experience of emotional exhaustion, giving organizations a competitive advantage due to the more favorable behavioral intentions held by employees.

Interactional justice has been assessed less frequently in literature than has procedural and distributive justice. Research has overlooked the underlying process of how interactional justice reactions might motivate emotional exhaustion and turnover intentions responses. Thus, this study identifies an expanded group of mediators that link interactional justice to emotional exhaustion and turnover intentions.

The pattern of prosecutions forfood offences has changed very little in the past decade. Compositional offences have rarely exceeded 5 per cent and, since the 1967 batch of regulations for meat products, are mostly in respect of deficient meat content. Food hygiene offences have also remained steady, with no improvement to show for all the effort to change the monotony of repulsive detail. The two major causes of all legal proceedings, constituting about 90 per cent of all cases—the presence of foreign matter and sale of mouldy food—continue unchanged; and at about the same levels, viz. an average of 55 per cent of the total for foreign matter and 35 per cent for mouldy food. What is highly significant about this changed concept of food and drugs administration is that almost all prosecutions now arise from consumer complaint. The number for adulteration as revealed by official sampling and analysis and from direct inspectorial action is small in relation to the whole. A few mouldy food offences are included in prosecutions for infringements of the food hygiene regulations, but for most of the years for which statistics have been gathered by the BFJ and published annually, all prosecutions for the presence of foreign matter have come from consumer complaint. The extent to which food law administration is dependent upon this source is shown by the fact that 97 per cent of all prosecutions in 1971 for foreign bodies and mouldy food—579 and 340 respectively—resulted from complaints; and in 1972, 98 per cent of prosecutions resulted from the same source in respect of 597 for foreign matter and 341 for mouldy food. Dirty milk bottle cases in both years all arose from consumer complaint; 41 and 37 respectively.

Focusing on the corporations in China and aiming to figure out the significant connection between organizational justice perception and job satisfaction from Chinese setting, this study aimed to examine the effects of organizational justice upon job satisfaction of the full-time and part-time employees in the state owned enterprise (SOEs) and primate Chinese companies.

The study adopted the questionnaire to investigate more than 300 employees, and the empirical data of this paper is based on statistical analysis, such as confirmatory factor analysis, correlational and regression analysis.

The paper arrives at the conclusion that in SOEs, the employees’ perception about procedural justice was higher than distributive justice. While in private enterprises, the procedural justice and interactive justice were tested to have similar coefficients. The relationship between organizational justice and job satisfaction differed between full-time employees and part-time employees.

This study opens a new window for understanding how organizational justice influences employees’ job satisfaction in Chinese context, taking a further step to explore the different impacts of organizational justice on job satisfaction among different types of employees.

This paper collected data from both SOE and private companies in China, increasing the external validity of the findings. Meanwhile, the authors observed consistent findings with the studies in Western Society, which increase the generalization of our findings as well. The findings highlight the value of integrating literatures on organizational justice and job satisfaction.

The purpose of this study is to identify antecedent factors in addition to merit that contribute to the designation of first author on a publication. A second purpose is to provide knowledge of the significance and implications of being designated first author on a research article in the management discipline. A third purpose is to propose directions for further research.

The study consists of an empirical analysis of archival data gathered from 780 authors of 260 coauthored articles from top-tier journals and uses logit regression to analyze the data.

The empirical analysis shows that under certain conditions author need and author power are factors that combine with merit as antecedents to the designation of being the first author of an article.

To the best of the authors’ knowledge, this is the first empirical study that identified antecedent factors that contribute to first authorship beyond the prescribed factor of merit which professional norms in management assume is the one and only factor that contributes to being designated as first author.

El propósito de este estudio es identificar los factores que anteceden, además del mérito, a la designación del primer autor en una publicación. Un segundo objetivo es proporcionar conocimiento sobre la importancia y las implicaciones de ser designado primer autor en un artículo de investigación en la disciplina de gestión. El tercer propósito es proponer direcciones para futuras investigaciones.

El estudio consiste en un análisis empírico de los datos de archivo recopilados de 780 autores de 260 artículos de revistas de primer nivel y utiliza la regresión logit para analizar los datos.

El análisis empírico muestra que, bajo ciertas condiciones, la necesidad y el poder del autor son factores que se combinan con el mérito como antecedentes de la designación como primer autor de un artículo.

Hasta donde alcanza nuestro conocimiento, este es el primer estudio empírico que identifica los factores que anteceden a la primera autoría más allá del factor de mérito, el cual es según las normas profesionales el único factor que contribuye a ser designado como primer autor.

O objetivo deste estudo é identificar fatores antecedentes, além do mérito, que contribuem para a designação do primeiro autor em uma publicação. Um segundo objetivo é fornecer conhecimento da importância e das implicações de ser designado primeiro autor em um artigo de pesquisa na disciplina de gerenciamento. Um terceiro objetivo é propor orientações para futuras pesquisas.

O estudo consiste em uma análise empírica dos dados de arquivo coletados de 780 autores de 260 artigos em coautoria de periódicos de primeira linha e usa a regressão logit para analisar os dados.

A análise empírica mostra que, sob certas condições, a necessidade e o poder do autor são fatores que se combinam com o mérito como antecedentes à designação de ser o primeiro autor de um artigo.

Até onde sabemos, este é o primeiro estudo empírico que identifica os fatores que precedem a primeira autoria além do fator de mérito, que, segundo as normas profissionais, é o único fator que contribui para ser designado como primeiro autor.