Effect Of Procedural Fairness Research Articles

Procedural Fairness in Budgeting and Employee Performance in The Context of Information Sharing

Information sharing and procedural fairness are crucial for achieving business objectives through employee performance. The results of this research will help firm management make decisions about how to improve employee and company performance by upholding procedural fairness and increasing information sharing between superiors and subordinates. This research aims to examine the effect of procedural fairness on information sharing, the effect of information sharing on employee performance, and the mediating role of information sharing on the effect of procedural justice on employee performance. This study uses primary data collected through questionnaires. The sample consisted of 108 sub-manager level employees (services, trade, and manufacturing) selected based on a purposive sampling technique. Data analysis was conducted using the regression method. Data analysis findings indicate that procedural fairness affects employee performance, which is mediated by information sharing. If procedural justice is applied, communication will be better, especially regarding relevant information; this can improve employee . As demonstrated by empirical studies of Indonesian companies, there is currently no research that reveals the relationship between procedural fairness, information sharing, and employee performance. performance. However, cross-sectional studies have flaws because they frequently lack evidence of causal links between the variables they study. According to empirical studies on Indonesian organizations, no research has demonstrated a connection between procedural fairness, information sharing, and employee performance. Based on the results of the data analysis, it can be concluded that procedural fairness and information sharing positively related to employee performance.

An empirical investigation of ethnic-cultural procedural fairness effects and their boundary conditions among three societal groups in South Africa

ABSTRACT Ethnic-cultural procedural fairness refers to the perception that societal actors use fair and unbiased procedures to make decisions vis-à-vis one’s ethnic-cultural group. Prior research using ethnic-cultural minority samples has convincingly shown that such perceptions are associated with a range of desirable outcomes. Yet, this body of evidence has so far limited its scope to European and North American samples. Moreover, more research is needed on the underlying psychological processes. Therefore, the central aim of the present study was to investigate ethnic-cultural procedural fairness effects among three societal groups in South Africa. In Study 1 (N = 326 black South Africans), we observed relationships between ethnic-cultural fairness perceptions and positive institutional and intergroup attitudes. Institutional and social trust respectively mediated these associations. Study 2 (N = 747) replicated these findings among white (n = 595), but not among coloured South Africans (n = 152). Notably, across both studies, we also obtained evidence for moderation. That is, procedural fairness effects on institutional attitudes were significantly smaller among socioeconomically burdened black participants, and procedural fairness effects on intergroup attitudes were fully curbed among white participants who reported high levels of perceived group discrimination. Taken together, our results call for enhanced attention to procedural fairness obstacles outside of typical WEIRD settings.

Civic engagement in a health crisis: the role of procedural fairness, trust in public authority, and generalized social beliefs

ABSTRACT Civic engagement is crucial to society, particularly during a health crisis, but little is known about its antecedents. To address literature gaps, this study explores how procedural fairness, trust in public authority, and generalized social beliefs impact civic engagement during the COVID-19 pandemic in Macao, China, which accommodates the highest population density globally. We surveyed 1011 Chinese adults (61.2% women; 18–94 years old) by telephone using a two-step cluster random sampling method. As hypothesized, procedural fairness, trust in public authority, and the generalized social beliefs about social complexity positively influenced civic engagement intentions (r = .17 to .32, p < .001; regression: β = .14 to .23, p < .001), mediated by civic engagement attitudes (indirect effect: B = 0.13 to 0.19; β = 0.07 to 0.10; p < .001). Trust in public authority further moderated the effect of procedural fairness on civic engagement attitudes (B = 0.08, β = 0.04, p = .009). Our findings provide a new avenue into understanding the factors underlying civic engagement attitudes and intentions and shed light on tactics for encouraging civic engagement in times of health crisis.

The Effect of Distributive Justice and Procedural Justice on Performance with Job Satisfaction as a Mediation Variables for Honorer Teacher of Islamic Senior High School in Pacitan Regency

This study aims to analyze the effect of distributive justice and procedural justice on performance with job satisfaction as a mediating variable for honorary teachers at Madrasah Aliyah in Pacitan Regency. Respondents in this study were honorary teachers or non-permanent teachers at Madrasah Aliyah in Pacitan Regency, East Java. The sample used is 200 respondents, taken by saturation sampling technique. The data analysis technique used multiple regression analysis and data processing using IBM SPSS 21 software. This study found that distributive justice and procedural justice have a direct positive effect on performance. Distributive justice and procedural justice have a direct positive effect on job satisfaction. The work goals have a direct and significant positive effect on performance. The purpose of mediating the effect of distributive justice on performance. The purpose of mediating the effect of procedural fairness on performance. The difference between this study and previous research is that the object of this research is only focused on the Pacitan Regency area, while the research subjects are representatives of honorary teachers in the Pacitan Regency at the Madrasah Aliyah level. This study focuses on factors that affect performance, namely job satisfaction, procedural justice, and distributive justice. Based on this research, Kemenag or Kemendikbud Pacitan in the future can pay attention to the variables of this research aspect in the decision-making process and pay more attention to the welfare of honorary teachers. Limitations in the data collection process, the information provided by respondents through questionnaires sometimes does not show the respondent's actual opinion, this happens because sometimes there are differences in thoughts, assumptions, and different understandings of each respondent, as well as other factors such as honesty in filling out respondents' opinions in the questionnaire.

Procedural fairness in ethnic-cultural decision-making: Benefits, processes and minority and majority group perspectives

ABSTRACT As nations worldwide diversify, societal institutions are increasingly faced with the challenging task to resolve issues regarding ethnic, cultural, and linguistic matters. In the present contribution, we review evidence for a theoretical model that highlights the relevance of procedural fairness for dealing with such ethnic-cultural issues. Our collective model of procedural fairness (CPF) explains the reactions to fairness enactment of different stakeholders: Minority groups that receive fair treatment, third-party minority groups, and the majority. For minority groups, ethnic-cultural procedural fairness effects emerge through self-categorisation processes, leading to positive leader evaluations and decision acceptance, as well as increased feelings of societal inclusion, well-being, and social trust. For the majority group, CPF holds that responses to ethnic-cultural procedural fairness are driven by higher-order moral standards of rightful conduct towards disadvantaged group members. Taken together, the present contribution accentuates the usefulness of ethnic-cultural procedural fairness as a social engineering tool in diverse societies.

The Influence of Budget Participation and Budgeting Procedural Justice on Kendari City Government Management Performance with Job-Relevant Information as an Intervening Variable

This study aims to examine the effect of budgetary participation and procedural fairness of budgeting on the performance of Kendari city government management with job-relevant information as a mediating variable. the object of this study is the work unit of the Kendari City regional apparatus. The population in this study was Kendari City Government Agencies, totaling 31 SKPD. The sampling technique was using Purposive Sampling, thus obtaining a sample of 124 respondents. The data analysis technique in this study is Inferential Statistics using the Partial Least Square approach. The results of this study indicate that Budget participation has a positive and significant effect on job-relevant information. Budgetary participation has a positive and significant effect on managerial performance. budgeting procedural justice has a positive and significant effect on managerial performance. budgeting procedural justice has a positive and significant effect on job-relevant information. Job-relevant information has a positive and significant effect on managerial performance. job-relevant information can mediate the influence of influential budgetary participation on managerial performance. job-relevant information can mediate the effect of budgeting procedural justice on managerial performance l. The contribution of this research is to make a scientific contribution to regional financial accounting so that by knowing the importance of managerial performance, local governments can provide maximum service to the community which of course has an impact on increasing people's welfare.

Determinants of Voluntary Compliance on A Changing Tax Policy

Purpose: This study aims to examine the effect of trust, power, procedural fairness, distributive fairness, tax morale, and tax complexity on voluntary compliance. This study is conducted in an environment where taxpayers have to adopt new practices in tax reporting.Method: This study applied a survey of staff and lecturers in one of the state universities in Semarang, Central Java. The questionnaires were distributed online. The final sample comprised 165 participants. The regression model will be analyzed using SmartPLS.Findings: The results suggested that procedural fairness, distributive fairness, and tax morale had a significant role to achieve voluntary compliance. However, this study failed to provide empirical evidence about the effect of trust, power, and tax complexity on voluntary compliance.Novelty: The dynamic at the organizational level has brought consequences for the members of the organization. The consequence includes a practical change in tax reporting i.e. from zero payment in tax returns to underpayment in tax returns. Under this background, this study investigates voluntary compliance and its determinants. The investigation is important since the practical changes in tax reporting tend to increase the tax burden, which could promote tax evasion.

The irony of fairness: How procedural fairness climate perceptions can hinder disadvantaged group members’ support for social change

The current research investigated an “ironic” consequence of a perceived procedural fairness climate vis-à-vis disadvantaged groups. Specifically, we examined whether the perception that societal institutions treat one’s underprivileged group in a procedurally fair way negatively impacts upon minority group members’ support for social change. Six studies (total N = 1,076) supported our claims. In survey Study 1 (Belgian ethnic minorities), procedural fairness climate perceptions were negatively related to support for social change. Cross-sectional Studies 2 (colored South Africans) and 3 (Hispanic Americans) further showed that this relationship is mediated by beliefs in minority mobility. Finally, Studies 4–6 (Asian and African Americans) provided experimental evidence corroborating our causal mediation model. Our findings align with literature demonstrating similar “ironic” effects of procedural fairness among advantaged group members, as they illustrate that the perception of a procedural fairness climate can analogously prevent disadvantaged group members from advocating changes that could alleviate their state of deprivation.

The Roles of Organizational Politics and Procedural Fairness in the Relationship between Performance Evaluation Systems and Budget Gaming Behavior

This study investigates the relationship between performance evaluation systems and budget gaming behavior. Specifically, it examines the mediating role of organizational politics and procedural fairness. Data collection was conducted by a questionnaire survey of managers of go-public manufacturing companies in Indonesia. Based on a sample of 128 responses, the partial least squares results indicate that general political behavior, the politics of pay and promotion policies, and procedural fairness significantly mediate the non-financial measures and budget gaming relationship. In contrast, the results indicate that the mediating effects of organizational politics and procedural fairness on the relationship between relative performance measures and budget gaming behavior are generally insignificant. This study supports the goal setting theory and the organizational justice theory, and contributes to the management control system literature by recognizing the importance of performance evaluation systems, the importance of understanding political behavior and the perception of fairness to overcome budget gaming behavior. This study provides assurance that organizations can reduce budget gaming behavior through using non-financial measures or incentives.

Power distance and supervisor ostracism: the moderating effect of procedural fairness

Power distance and supervisor ostracism: the moderating effect of procedural fairness

Fairness and behavioral intentions in discrete B2B transactions: a study of small business firms

Purpose While studies about business-to-business (B2B) relationships have mainly addressed buyer–supplier long-term exchanges, focusing on social outcomes such as trust, commitment and cooperation, there is little research that explores the social outcomes which stem from short-term B2B transactions. The purpose of this paper is to explain buyers’ intention to renew a contract after discrete and time-delimited transactions by suggesting a model that complements social exchange theory with theories of fairness. In detail, this study aims to determine how evaluations of economic and social outcomes are complemented by both procedural fairness and distributive fairness. Design/methodology/approach The hypotheses are tested in the social couponing industry with a survey of a sample of 199 firms purchasing advertising services from daily deal websites. Data are analyzed using covariance-based structural equation modeling (CB-SEM). Findings The findings reveal direct effects of procedural fairness on social outcomes (satisfaction) and distributive fairness on the intention to renew a contract, negative moderating effect of procedural fairness on the relationship between economic outcomes (campaign effectiveness) and social outcomes (satisfaction). Research limitations/implications In discrete, time-delimited transactions, high levels of procedural fairness may partially compensate for low levels of economic outcomes and prevent a reduction in social outcomes. Hence, when economic outcomes are influenced largely by external, uncontrollable conditions, the buyer seems to appreciate the supplier’s efforts to behave fairly. Practical implications Social outcomes matter even in discrete transactions and considerations of fairness should be integrated in the management of discrete transactions. Sharing economic outcomes fairly is not sufficient to secure the buyer’s intention to renew the contract. Originality/value This study proposes and tests a model that complements social exchange theory with theories of fairness and explains contract renewal in discrete, time-delimited transactions, encompassing both economic outcomes and social outcomes.

The trickle‐down effect of procedural fairness on perceptions of daily discrimination: How societal actors can build social trust among minority members

AbstractThe present research investigated the trickle‐down effect of procedural fairness enacted by societal institutions on minority members’ social trust. Building on the racial identity development hypothesis, we argued that procedural fairness represents a racial socialization experience, which influences how minorities perceive discrimination in daily life. Perceived group discrimination, in turn, impacts social trust. The results of five studies with African American samples corroborated the hypothesized mediation model. Study 1 showed that minority members distinctly perceive fairness enacted by institutions and discrimination by fellow citizens. Subsequent studies demonstrated that manipulating procedural fairness influenced perceived discrimination in an “attribution‐to‐discrimination” paradigm (Study 2), and that inducing discrimination lowered trust in an allocation game (Study 3). Finally, Studies 4 and 5 obtained cross‐sectional evidence for the full model. Our results thus contribute to literature by showing that perceived discrimination mediates the relationship between procedural fairness and social trust. Societally relevant practical implications are discussed.

Perceived police legitimacy in Ghana: The role of procedural fairness and contacts with the police

The primary purpose of the present study is to examine the extent to which procedural justice and contacts with police influence people's assessments of their local police in post-colonial societies. Specifically, the study aimed to 1) determine whether favorable perceptions of procedural fairness predict individuals' willingness to accept the police as authority Fig. 2) assess the effects of two types of contacts – police-initiated and citizen-initiated contacts – on people's decision to view the police as legitimate and 3) assess the combine effect of fairness and contact on the likelihood of citizens voluntarily accepting their local police as authority figure in the community. Analyzing data systematically collected from two large metropolitan areas in Ghana, results demonstrate significant effects of procedural fairness and police-initiated contacts on citizens' propensity to consider the police as legitimate. Moreover, results further revealed an interactive effect on police legitimacy in Ghana.

In self-defense: Reappraisal buffers the negative impact of low procedural fairness on performance.

Contrary to an often-found result in the organizational justice literature, we suggest that there may be circumstances under which organization members will not perform poorly in response to being on the receiving end of low procedural fairness. To explain the theoretical mechanism, we integrate the group engagement model of justice with the emotion regulation perspective. Specifically, we argue that the detrimental effect of lower procedural fairness on performance is attenuated when individuals engage in reappraisal. Moreover, this is the case because reappraisal makes lower procedural fairness less likely to undermine self-perceived standing in the organization. Three experiments and a multisource survey among employees reveal support for these predictions. This research contributes to the organizational justice literature by showing that reappraisal can help maintain performance when people have experienced low procedural fairness, extending the typical finding that low procedural fairness undermines performance. Theoretical and practical implications, limitations, and suggestions for future research are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Power distance and supervisor ostracism: the moderating effect of procedural fairness

Power distance and supervisor ostracism: the moderating effect of procedural fairness

Procedural fairness predicts cooperative behaviour for high-self-esteem individuals but not for low-self-esteem individuals.

Cooperation is vital for modern society. Previous studies showed that procedural fairness promotes cooperation; however, they mainly focused on cooperation intention, which may fail to reveal actual cooperative behaviour. Moreover, little is known regarding the personality boundary of the effect of procedural fairness on cooperation. Guided by previous findings that self-esteem increases sensitivity to procedural unfairness, we attempted to explore the moderating effect of self-esteem on the association between procedural fairness and cooperative behaviour. In Experiment 1, 160 participants' self-esteem was measured using the Rosenberg Self-Esteem Scale; procedural fairness was manipulated in two conditions, depending on whether money was allocated in an economic game by rolling the dice twice or an allocator's arbitrary choice. Cooperative behaviour was assessed using the chicken game paradigm. Experiment 2 (148 participants) aimed to replicate and extend the results of Experiment 1 using a more rigorous experimental design, in which the possible effect of outcome favourability was excluded. The results of both experiments consistently showed that procedural fairness positively predicted cooperative behaviour, and this association was significant in high-self-esteem individuals, but not in low-self-esteem individuals. These findings shed light on the vital role of self-esteem in understanding the relationship between procedural fairness and cooperative behaviour.

Who supports redistribution? Replicating and refining effects of compassion, malicious envy, and self-interest

Abstract Debate over wealth redistribution plays a prominent role in society, but the causes of differences in support for redistribution remain contested. A recent three-person two-situation model suggests these differences are shaped by evolved motivational systems of self-interest, compassion, and dispositional envy. We conducted a close replication testing this prediction, all subjects were British, recruited from an online subject pool. Study 1 (N = 206) confirmed the roles of self-interest (β = 0.20) and compassion for others (β = 0.37), as well as a predicted null effect of procedural fairness. Dispositional envy was non-significant (β = 0.06). In study 2 (N = 304), we tested whether it was better to conceptualize envy as being two separate emotions, benign envy and malicious envy. A significant effect of malicious envy was found (β = 0.13) and no significant effect of benign envy (β = −0.06). Study 3 (N = 501) closely replicated this improved model, confirming significant effects of compassion (β = 0.40), self-interest (β = 0.21), and malicious envy (β = 0.15), accounting for one third of variance in support for redistribution. These results support the role of evolved motivational systems to explain and improve important aspects of contemporary economic redistribution.

The Mediating Role of Counterproductive Work Behaviour in Exploring the Association between University Staff Work-related Expectancies, Procedural Fairness, Employee Voice and Job Satisfaction

This study examined the mediating role of counterproductive work behaviour in the association between University’s staff work-related expectancies, procedural fairness, employee voice and job satisfaction. The study built on Social Attribution Theory and the Expectancy Theory to explain causal inferences when individuals’ motivations for success and failure occur. The study consisted of a simple random survey among employees in a private university in North-Western Tanzania in 2014/15. The sample was made up of 187 respondents which was a 33% response rate. The study among other things established total effect and direct effect of employee voice and work-related expectancies on job satisfaction independent of mechanisms represented by counterproductive work behaviour. The results for the test of indirect effects of procedural fairness, employee voice and work-related expectancies on job satisfaction via counterproductive work behaviour showed no significant indirect effects. The study also showed a significant positive correlation between work-related expectancies and job satisfaction (r = .25, p &lt; .01), with the implication that higher work-related expectancies (specifically pay raise and promotion) are positively related to job satisfaction. Overall, multiple regression analysis results show the study model accounted for about 47 per cent of the variance (Model R) in employee job satisfaction [F(8,156) = 5.822, p &lt; .001). Theoretical and practical implications for these findings are discussed.

The Effects of the Company's Approach to the Communities on Community Acceptance of Mining Company Activities

Mining activities are sometimes related to mining companies in the middle of community settlements. Mining business permits owned by companies from the government are considered not strong enough to be able to gain community acceptance. Indirectly, the company needs a social permit from the community to ensure that its activities run smoothly. An intensive approach to the community is considered to increase community acceptance of mining activities. The company or the mine manager needs to build trust in the community first, because when the community already believes it will be easier to get acceptance from the community. This study aims to analyze the effect of Procedural Fairness, Intimacy of Contact, and Trust on Acceptance of Mining from people living around mining areas. This study involved 203 people living in the area around the mine in Lampung Province, Indonesia. The results of this study note that the Intimacy of Contact does not affect community Trust and Acceptance of Mining, while Procedural Fairness and Trust have a positive effect on community Acceptance of Mining

The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior

The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behavior, organizational learning can have a positive and significant effect on innovative behavior and work engagement, work engagement can have a positive and significant effect on innovative behavior, then work engagement can mediate the positive influence of procedural justice and organizational learning on innovative behavior. The conclusion of this research is procedural fairness,organizational learning and work engagemEnt can increase innovative behavior. Furthermore work attachment can mediate the influence of procedural fairness and organization learning on innovative behavior. Suggestions for IKM batik management are to have emotional closeness such as the availability of leaders to listen to the complaints of employees, the existence of activities such as workshops and exhibitions on a regular basis to trigger increased knowledge so that it is easier to create new ideas.