The paper focuses on how employees construct fairness judgments based on major decisions affecting them such as restructuring. The study reviewed the organizational justice theory in relation to trust and change and subsequent employee perceptions of processes that affect them. The study explores through the case study method the genesis of overstaffing of two main Kenyan State Corporations namely Kenya Railways and Telkom Kenya that have over a period of a few months , retrenched over ten thousand employees. The corporations are in the process of being privatized and have needed to retrench in order to allow the privatization process to succeed. The retrenchment programmes are part of the Structural Adjustment Programmes that are being put in place by the World Bank as a precondition for continued funding and aim to ensure effective and efficient service delivery as well as competitiveness in these corporations. However Kenya is plagued with financial problems that have led to employees feeling that distributive, procedural and interact ional justice was not effected in the change process.
|Keywords:||Organizational Justice, Downsizing, Restructuring, Change|
Lecturer, School of Human Resource Development, Jomo Kenyatta University of Technology, Nairobi, Kenya
Lecturer, Department of Social Work, University of Nairobi, Nairobi, Kenya
There are currently no reviews of this product.Write a Review