Marion Fortin
Biographic Data
| ID | 4896896 |
|---|---|
| NAME | Marion Fortin |
| GIVEN NAMES | Marion |
| FAMILY NAME | Fortin |
| SIGNATURE | FORTIN M |
| AFFILIATIONS | Université Toulouse-I-Capitole |
| ORCID | 0000-0002-5568-875X |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 14 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
(In)justice Dynamics Around Maternity Leave
Maternity leave and motherhood are typically associated with severe career penalties for women. Some literature suggests that this may be due to women opting out (i.e., pull dynamics), while other studies show that mothers may be pushed out by organizations (i.e., push dynamics). We adopt an organizational justice lens to investigate push and pull dynamics around maternity leave. Through a four‐wave interview study with 35 highly educated women i…
When Are We More Ethical? A Review and Categorization of the Factors Influencing Dual-Process Ethical Decision-Making
Three Paths to Feeling Just
Managers tasked with organizational change often face irreconcilable demands on how to enact justice—situations we call justice conundrums . Drawing on interviews held with managers before and after a planned large-scale change, we identify specific conundrums and illustrate how managers grapple with these through three prototypical paths. Among our participants, the paths increasingly diverged over time, culminating in distinct career decisions.…
Uncharted waters of justice enactment—Venturing into the social complexity of doing justice in organizations
This Special Issue on “Justice enactment ‐ research on doing justice in organizations” was developed to address questions relating to the prerequisites and conditions for and processes and outcomes of doing and enacting justice in organizations. In this editorial, we briefly introduce the collection of the seven empirical papers included in this Special Issue, thereby providing an overview of the recent progress in the field. We also identify key…
How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice
The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts t…
It is time for justice
Organizational justice is an important determinant of workplace attitudes, decisions, and behaviors. However, understanding workplace fairness requires not only examining what happens but also when it happens, in terms of justice events, perceptions, and reactions. We organize and discuss findings from 194 justice articles with temporal aspects, selected from over a thousand empirical justice articles. By examining temporal aspects, our findings …
How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice
The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts t…
It is time for justice
Organizational justice is an important determinant of workplace attitudes, decisions, and behaviors. However, understanding workplace fairness requires not only examining what happens but also when it happens, in terms of justice events, perceptions, and reactions. We organize and discuss findings from 194 justice articles with temporal aspects, selected from over a thousand empirical justice articles. By examining temporal aspects, our findings …
It is time for justice
Organizational justice is an important determinant of workplace attitudes, decisions, and behaviors. However, understanding workplace fairness requires not only examining what happens but also when it happens, in terms of justice events, perceptions, and reactions. We organize and discuss findings from 194 justice articles with temporal aspects, selected from over a thousand empirical justice articles. By examining temporal aspects, our findings …
How do people judge fairness in supervisor and peer relationships? Another assessment of the dimensions of justice
The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts t…
Uncharted waters of justice enactment—Venturing into the social complexity of doing justice in organizations
This Special Issue on “Justice enactment ‐ research on doing justice in organizations” was developed to address questions relating to the prerequisites and conditions for and processes and outcomes of doing and enacting justice in organizations. In this editorial, we briefly introduce the collection of the seven empirical papers included in this Special Issue, thereby providing an overview of the recent progress in the field. We also identify key…
Three Paths to Feeling Just
Managers tasked with organizational change often face irreconcilable demands on how to enact justice—situations we call justice conundrums . Drawing on interviews held with managers before and after a planned large-scale change, we identify specific conundrums and illustrate how managers grapple with these through three prototypical paths. Among our participants, the paths increasingly diverged over time, culminating in distinct career decisions.…
When Are We More Ethical? A Review and Categorization of the Factors Influencing Dual-Process Ethical Decision-Making
(In)justice Dynamics Around Maternity Leave
Maternity leave and motherhood are typically associated with severe career penalties for women. Some literature suggests that this may be due to women opting out (i.e., pull dynamics), while other studies show that mothers may be pushed out by organizations (i.e., push dynamics). We adopt an organizational justice lens to investigate push and pull dynamics around maternity leave. Through a four‐wave interview study with 35 highly educated women i…
Economic Justice (5 works) · Political science (5 works) · Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Law (4 works) · Epistemology (3 works) · Ethics in Business and Education (3 works) · Law (3 works) · Organizational commitment (3 works)