DocumentCode
3177689
Title
Notice of Retraction
Quantitative study on organizational fairness of knowledge-type employee
Author
Lu Zhang ; Bowen Yang
Author_Institution
Sch. of Bus., Hohai Univ., Nanjing, China
fYear
2011
fDate
8-10 Aug. 2011
Firstpage
1332
Lastpage
1335
Abstract
Notice of Retraction
After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.
We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.
The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.
This paper made an investigation to knowledge-type employees in Nanjing, who studied on HRM graduated from Nanjing´s “211” colleges on 2010. In the base of organizational fairness investigation, calculated the percentage of every dimensionality by the way of AHP. The results showed that the percentage of distribution fairness and the longitudinal procedures fairness were the largest. Lastly, the results of matrix showed that the numerical value of organizational fairness is 76, which was on the medium level.. Several relevant countermeasures were put forward.
After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.
We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.
The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.
This paper made an investigation to knowledge-type employees in Nanjing, who studied on HRM graduated from Nanjing´s “211” colleges on 2010. In the base of organizational fairness investigation, calculated the percentage of every dimensionality by the way of AHP. The results showed that the percentage of distribution fairness and the longitudinal procedures fairness were the largest. Lastly, the results of matrix showed that the numerical value of organizational fairness is 76, which was on the medium level.. Several relevant countermeasures were put forward.
Keywords
decision making; employee welfare; organisational aspects; personnel; social sciences; AHP; distribution fairness; knowledge type employee; longitudinal procedures fairness; organizational fairness investigation; Atmosphere; Atmospheric measurements; Educational institutions; Humans; Lead; Remuneration; Resource management; knowledge-type employee; organizational fairness; quantitative study;
fLanguage
English
Publisher
ieee
Conference_Titel
Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC), 2011 2nd International Conference on
Conference_Location
Dengleng
Print_ISBN
978-1-4577-0535-9
Type
conf
DOI
10.1109/AIMSEC.2011.6010789
Filename
6010789
Link To Document