Abstract

This article evaluates managers' attempts to shape their corporate cultures in relation to two aspects of fairness in employment relationships: job security and equitable treatment. Both of these aspects are becoming particularly important given the revisions to the traditional employment-at-will doctrine. Statements of corporate values are increasingly being recognized as creating contractual obligations, while concepts of equitable treatment have also been expanded. An appreciation of fairness principles is becoming more important to managers since courts and juries are integrating ethical and societal values into legal judgments about employment relationships.