Contemporary grievance systems and their organising principles

Recent research indicates that some formal organisational grievance systems are associated with increased employee withdrawal behaviour such as turnover and absenteeism. Research in the harassment and bullying behaviour literature also identifies participation in the grievance system as strengthening and intensifying negative health and well-being outcomes for the targeted employee. This paper goes beyond the conventional acceptance of equity values as the foundation of justice systems to question the applicability of applied justice constructs and processes in multi-cultural organisations. This paper contributes to the broader justice debate by problematizing the foundation principles or values on which justice judgements and justice expectations are based. Key relationships between organising principles of grievance systems, implementation and negative indirect outcomes for grievants are explored.