Justice Constructs Research Articles

Values and Social Justice in Counseling

The construct of social justice in counseling is defined and operationalized in this article. This is followed by a discussion about the intersection between social justice in counseling and philosophy, ethics, and spirituality. A call to action for counseling professionals is offered.

Psychometric Properties of a Four-Component Norwegian Organizational Justice Scale

Organizational justice has attracted attention as a predictor of employees' mental and physical health as well as commitment and work outcomes. The lack of a Norwegian translation of an organizational justice scale has precluded its use in Norway. Four dimensions of the organizational justice construct were examined in a Norwegian military context, including facet measures of distributional, interpersonal, and informational justice developed by Colquitt in 2001, in addition to procedural justice developed by Moorman in 1991. Confirmatory factor analyses supported a four-dimensional structure with good internal consistency. Follow-up analyses have suggested that the four dimensions were nested beneath a general, latent organizational justice factor. A positive relationship between organizational justice and self-sacrificial behavior was found, indicating satisfactory construct validity. The results demonstrate that the Norwegian Organizational Justice Scale is a reliable and construct-valid measure of organizational justice in a Norwegian setting.

The effect of Islamic work ethic on organisational justice

The study proposed to investigate the effect of the Islamic work ethic on the perception of justice among employees in Islamic microfinance institutions in Indonesia. The construct of organisational justice included three dimensions, namely distributive, procedural, and interactional justice. The sample consisted of 370 employees from 60 Islamic microfinance institutions in Central Java, Indonesia. The results suggest that the Islamic work ethic positively contributes to the aforementioned three dimensions of the perception of justice. Implications, limitations, and suggestions for future research are discussed.

The mediator analysis of psychological contract: relationship with employee engagement and organisational commitment

The present study tests the outcome variables of employee engagement and organisational commitment with psychological contract as a mediator and procedural justice; perceived organisational support and person– organisation fit as antecedents. The model was tested on a managerial sample (n = 297) from six Indian organisations. The study makes an important contribution by establishing the nomological network of these constructs and their relationship to employee engagement and organisational commitment. Structural equation model analysis reveals that the constructs of procedural justice, perceived organisational support and person–organisation provide a best fit model and mediate the relationship between psychological contract and employee engagement and organisational commitment. The outcome variables of employee engagement and organisational commitment are two empirically discriminant constructs. Theoretical and practical implications are discussed.

Understanding the Antecedents of Knowledge Sharing: An Organizational Justice Perspective

Introduction The informing science framework considers three distinct areas: the informing environment, the delivery system, and the task-completion system. At the foundation of informing science is the notion that data, information and knowledge are interdependent entities that continuously interact with each other (Gackowski, 2012). Nevertheless, there are different views on the nature of knowledge, and these varying perspectives have different implications for organizations seeking to gain a competitive advantage. If knowledge is viewed as a resource, then the organizational efforts focus on 'managing' knowledge similar to managing other factors of production, for example inventory control levels or scheduling deliveries. On the other hand, the process perspective of knowledge includes managing the human side of the equation and identifying ways of facilitating knowledge exchange. If it is not a resource to be stockpiled as a factor of production, but rather a meaning to be achieved through sharing in a community (Boland, 1987), then it is imperative to identify factors that contribute to enhancing the informing environment. This study takes this later perspective and explores the individual motivations for knowledge sharing. Specifically, the current research proposes and empirically tests a model that combines the Theory of Reasoned Action (TRA) with Organizational Justice Theory and argues that perceptions of organizational justice are crucial building blocks of the knowledge-sharing environment. Prior research found that TRA developed by Ajzen and Fishbein (1973) is useful in predicting the intention to share knowledge and that social-psychological and sociological factors are crucial to knowledge sharing (Bock, Zmud, Kim, & Lee, 2005). Applying organizational justice components to knowledge sharing processes, this study posits that knowledge sharing will occur when parties engaged in the process feel that (1) their inputs into the exchange relationship are adequately rewarded by benefits gained, (2) the procedures are fair and just, and (3) they are treated with dignity and respect by other parties. These distributive, procedural, and interactional factors will determine the willingness to engage in the knowledge-sharing partnership. The overall research question is: What impact do the perceptions of organizational justice have on individual attitude, subjective norm, and intentions to share knowledge? A key contribution of this study is the creation of a theoretical model combining organizational theory and TRA concepts to investigate knowledge sharing behaviors through the lens of equity. Review of the literature shows that this was not previously done. This research provides empirical evidence to support the theoretical argument of the importance of procedural, distributive, and interactional justice to the perception of subjective norms that influence attitudes and intentions to share knowledge. Cohen's (2009) updated informing science framework highlights the fact that the informer is influenced by his or her psychological fragilities, operating within, and influenced by, the environmental context. This study significantly contributes to the literature by investigating these complexities. The current research shows that the informer (the individual sharing knowledge) is influenced indeed by his or her psychological fragilities in the form of attitudes and subjective norms. The environmental context, in terms of organizational justice, is important in shaping attitudes and influencing knowledge sharing behavior. The rest of the paper is organized as follows: theoretical background and previous research on knowledge sharing, TRA and Organizational Justice are presented first, followed by the research model and hypotheses, proposing specific relationships between TRA and Organizational Justice constructs and knowledge sharing. Research methodology and data analysis are followed by discussion and implications for practice and research along with conclusions for the paper. …

Taxometrics and Criminal Justice: Assessing the Latent Structure of Crime-Related Constructs

PurposeThe taxometric method is introduced as a way of investigating the latent structure of key criminal justice constructs. MethodsBesides describing the theory, rationale, and procedures behind taxometrics, the taxometric method is applied to Wolfgang, Figlio, and Sellin’s (1972) delinquency cohort data to illustrate how the procedure works. ResultsAfter defining latent structure, its relevance to criminal justice is explored and the four core principles of taxometric analysis are described: coherent cut kinetics, consistency testing, comparison curve analysis, and evidence-based procedures. Sample and indicator preconditions for taxometric analysis are discussed and empirically-verified procedures for taxometric analysis are outlined: mean above minus below a cut (MAMBAC: Meehl & Yonce, 1996), maximum covariance (MAXCOV: Meehl & Yonce, 1994), maximum eigenvalue (MAXEIG: Waller & Meehl, 1998), maximum slope (MAXSLOPE: Grove & Meehl, 1993), and latent mode factor analysis (L-Mode: Waller & Meehl, 1998). ConclusionsThe taxometric method provides an avenue by which the latent structure of important criminal justice constructs can be explored and criminal justice research can be advanced.

The Impact of Performance Appraisal Orientation on Information Ethics Behavior of Public Servant

Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Based on the survey of 158 civil servants from local government department, this paper explored the relationship between justice construct structure of civil servants performance appraisal and employee information ethic behavior. Results showed that the procedural justice and interaction justice has a significant effect on individual information ethical behavior. Based on the analysis, this research suggests that the existing performance appraisal system of the public servants should increase the impact of procedural justice and interaction justice, so as to reduce the possibility of non-ethical behavior of public servants. As an essential tool in modern human resources management, performance appraisal has become the basis for the survival of many organizations. Through performance appraisal, organizations can ensure the implementation of organizational strategy and to determine the level of employee performance, as the basis for salary distribution, it can also be used as a measure of personnel selection. Objectivity and impartiality of the results is the basis for the implementation of performance appraisal, but during the seventy years' development of the performance appraisal system, although there are a variety of performance appraisal systems, but no organization can ensure its own performance evaluation appraisal system is not defective. Hodgetts (1997) found in his study that 61% of the staff in the organization that had applied the performance appraisal system is discontent with it. Folger, Konovsky & Cropanzano (1998) have mentioned in their research that there had been too much emphasis on the validity and reliability of assessment tools, which brought many problems, but research on the staff perception of the justice of performance appraisal is limited, and the staff's cognition on the justice of performance appraisal will directly affect the behavior of his attitude and behavior on the job, therefore, it has become an important indicator of the performance appraisal justice to determine whether an effective performance appraisal. Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Quantitative performance measure has been one of the difficulties of performance assessment, as well as to the scope of business content, in the unit's performance evaluation is often not the work of each offices all performance indicators to quantify, and because of the work unit affected by the policy larger factors cannot be completely reflected in the performance appraisal, so each is in the performance appraisal evaluation for the assessment is not the same sense of justice, and thus affect the future by assessing the behavior and performance. This paper aims to explore the influencing effects of performance appraisal on the information ethic behavior, from the perspective of the individual's perception of the justice of performance appraisal. In previous studies, western scholars tend to consider information ethics as the behavior in the process of information; ethical behavior is not the viewed as a broad concept of ethical behavior. Civil servants as staff of national government agencies, as opposed to corporate employees, they access to more

Structural equation modelling of organizational justice and cooperative behaviour in the construction project claims process: contractors' perspectives

A cooperative attitude is essential for successful teamwork in construction. The levels of conflict and dispute on construction projects are conceptualized as forms of cooperative/uncooperative attitude. A theoretical model demonstrates how conflict intensity, contractors' dispute tendencies and six identified constructs of organizational justice interact with and relate to each other. The model is tested using a structural equation modelling technique with partial least‐squares estimation. It uses survey data obtained from 41 contractors regarding their project experience. The results suggest that perceptions about organizational justice either promote or hinder cooperative behaviour in the construction project delivery process. Organizational justice, or at least people's perceptions of it, influenced 38% of conflict intensity levels, and altered 46% of contractors' tendencies to dispute. Perceptions about the quantum of claims approved (favourability of the outcome and the perceived fairness of the outcome) influenced the levels of conflict and dispute. However, the way people are treated (quality of treatment) and the way claims are administered (quality of decision‐making) have the largest impact on the model developed. Cooperative behaviour can be promoted on projects by managing construction claims in a proactive manner and by proper implementation of the claims mechanism.

Reflections on social justice, race, ethnicity and identity from an ethical perspective

In these reflections, I identify complexities in few constructs that are often used in educational research, although not often critically, namely, social justice, race, ethnicity and identity. This paper suggests a non-ontological and non-epistemological approach to ethics as developed by Emmanuel Levinas as a normative means to deal with some of the complexities. In dealing with the construct of social justice, an ethical approach calls for productive research tools to not only understand exclusion but also to change situations of injustice to marginalised groups. Further, both constructs race and ethnicity can be used to identify groups of people based on their history, culture and/or lifestyles. As social constructions they have different historical origins and are open to alternative connotations, uses and abuses. An ethical perspective is useful to manage the dilemma of essentialism that group identification may lead into. Finally, the debate around the usefulness of the construct of identity raises some ethical questions about the role of research and the lived experience of its subjects. An ethical stance demands that constructs of analysis in social inquiry should not only demonstrate their utility for knowledge generation but also should demonstrate a responsibility for the construction and reconstruction of lifeworld in which academic endeavours are conducted.

Non-regular professionals' dual commitment in South Korea: antecedents and consequences

There is a growing concern with whether nonregular professionals are concurrently committed to both the organization and their profession and whether such commitments are beneficial to that organization. This article seeks to investigate the relationship between organizational justice variables and the dual commitment of nonregular professionals via perceived organizational support (POS) and the subsequent effect of the dual commitment on organizational citizen behavior. Hypotheses are developed and then tested through structural equation modeling with data collected from a total of 1143 part-time instructors at South Korean universities. The findings of this study reveal that the perceptions held by nonregular professionals of organizational justice constructs concurrently influence organizational commitment and professional commitment via POS and that both commitments are positively associated with altruistic behavior. The findings advance our understanding of the dual commitment of nonregular professionals and provide universities with managerial implications as to how to manage effectively part-time instructors. Limitations, directions for future research, and conclusions are presented.

Justicia global y seguridad humana en el contexto del cambio climático

The concept of global justice has inspired diverse reactions to market globalism. Although many of its challenges are still in force, they have acquired new meanings in the context of the economic, social and humanitarian crisis induced by the extreme phenomena associated with climate change. The constructs of democracy and justice, usually theorized in national contexts, may fail to function properly when applied to transnational contexts of problems, which can compromise the safety of individuals and communities (like those associated with climate change). A new frame, centred on the notion of human safety, is needed to consider crucial aspects in the relation between environmental crisis, unsustainable development and risk of authoritarian bias or violent conflict, with substantive implications for the concept of global justice and the democratic mechanisms of international governance.

A Grounded Theory of Counselor Educators Integrating Social Justice Into Their Pedagogy

The topic of social justice has received considerable attention in the counseling literature; however, little empirical research exists. This grounded theory study examined 4 counselor educators' process of integrating social justice constructs into their pedagogy. Data analysis revealed 4 primary experiences that emerged in the participants' descriptions of their integration of social justice into their pedagogy. Implications for counselor educators and future research are presented.

Female Perceptions of Organizational Justice

This study examines women's conceptualization of the pervasive construct of organizational justice. A comprehensive four factor model was used to represent organizational justice while outcome variables were the important employee attitudes of job satisfaction, organizational commitment and turnover intentions. Structural equation modelling was used to analyse responses from 301 male and 147 female respondents. Differences were found for procedural, interpersonal and informational justices. It would appear female and male employees have differing responses to perceptions of justice. Justice had a diffuse effect for males, but not for females. For men, interpersonal justice predicted an increase in organizational commitment while procedural justice predicted a decrease in turnover intentions. For female employees, informational justice was found to increase commitment and reduce turnover intentions. The study highlights the need for all justice factors to be considered and for sex differences to be considered in future justice research.

Relationship Conflict and Restoration Model: A Preliminary Exploration of Concepts and Therapeutic Utility

The article examines preliminary results of the reconciliation cycle presented as part of the Relationship Conflict and Restoration Model (RCRM). This model is an integration of attachment theory, contextual family therapy, and narrative approaches. The model was implemented in a workshop format with 5 couples. Implications from this workshop are presented regarding the relationship between the primary constructs of the reconciliation cycle. Initial impressions indicate that the constructs of justice, empathy, trust, forgiveness, and grace are related to a couple’s overall experience of intimacy, offering support for the model. Implications of the RCRM are discussed.

A Step toward a Common Measure of Organizational Justice

Dimensions of the organizational justice construct were examined in a public sector context utilizing an organizational justice measure developed by Colquitt in 2001. Exploratory factor analysis and standard error scree test supported four dimensions of justice as measured by Colquitt's scale. There was evidence of a new factor called procedural-voice justice that taps a possible association with the concept of voice. Future research on organizational justice must investigate its dimensionality based on more representative samples to develop a more globally applicable measure.

Justice perceptions of performance appraisal practices

PurposeThe purpose of this paper is to explore the underlying structure of employees' justice perceptions in the context of their organizations' performance appraisal practices.Design/methodology/approachTen multi‐item scales were designed to measure the perceived fairness of performance appraisal practices. A nested confirmatory factor analysis of employee responses (n=188) compared the four justice dimensions (i.e. procedural, distributive, interpersonal, informational) to five plausible alternatives. Construct validity was demonstrated through a structural equation model of matched employee and supervisor responses (n=117).FindingsThe confirmatory factor analysis showed evidence of four distinct but highly correlated justice constructs. Results supported hypothesized relationships between procedural justice and helpful behaviors toward the organization via appraisal system satisfaction; distributive justice with appraisal satisfaction; and interpersonal and informational justice and helpful behaviors toward the supervisor via supervisor satisfaction.Practical implicationsThis study underscores the importance of fostering perceptions of justice in the context of performance appraisal. The scales developed in this study could be used to isolate potential problems with an organization's performance appraisal practices. Originality/value – The paper integrates prior research concerning the positive effects of procedural, distributive, interpersonal, and informational justice on affective and behavioral responses towards performance appraisals.

The Engagement of Military Voice

Distinctive operational competencies from the civilian and military sectors provide usable knowledge to both. (1) When military voice (in the form of counsel, advice, guidance, and suggestions) is given appropriate credence, unique capabilities flow easily back to the civilian leaders of the armed forces. When voice and counsel are muted or constrained, the information flow will entropy and valuable knowledge will be lost. Using military experience as case studies, this article discusses the principal form of error occurring due to the principals' ineffective engagement of the military voice. This is referred to as Error of the Third Kind--[E.sub.III]. (2) This article examines two sources of [E.sub.III]: principal-agent dynamics and administrative structures. We then apply the construct of justice to the process associated with engagement of military voice. Providing examples of cases that examine the consideration of the military voice will inform leader-follower, advice-and-consent dynamics in the private and nonprofit sectors of enterprise. Knowledge Transfer and Sharing It is important for the public administration community--academic scholars as well as civilian and military practitioners--to take account of, understand, and appreciate the realities of leader-follower relationships with respect to voice dynamics. The military is the largest public-sector organization in the United States in terms of personnel and funding. There are over 1.5 million active-duty service members and 800,000 supporting civilians, with defense accounting for more than 50 percent of discretionary funding in the federal budget. As a public entity, it has significant impact on a number of the managerial and operational aspects of other organizations. In diplomatic and security endeavors, the military is the globe-spanning arm of the nation vis-a-vis its operations around the world. It often plays a critical role in terms of its contributions to best practices in public and business administration, as well as a number of other disciplines. It experiments with new technologies and innovates. The military has a strong training and educational component that develops its professional personnel (officers, senior enlisted, and civilians) throughout their careers. The organizations in the military are heavily invested in after-action-reviews (AARs). The AAR tools of the military are arguably among the best of their kind when it comes to organizational learning. (3) The military's distinctive competencies set it apart from ordinary organizations and establish it as unique. From the revised resource-based view of the firm presented by researchers Jay Barney and William Hesterly, the distinctive competencies of valuable, rare, inimitable, and organizationally integrated (VRIO) capabilities of the firm are necessary for competitive advantage. (4) Transferring this concept to the military, we see that it has distinctive capabilities unmatched by other organizations. These are: * Rare and Inimitable Operational and Tactical Planning Expertise: This competency is found in the military's unique ability in technical planning and executing operations. When given an assignment, the military will invariably perform the task with unmatched and inimitable efficiency and effectiveness, which can be challenging for any large organization. (5) This expertise is developed through education and deliberate practice in the application of military force to achieve task, mission, and policy objectives. As noted by civil-military relations scholar James Burk, the military exercises professional jurisdiction defined by the boundaries of the domain within which expert knowledge is applied and that is acknowledged by the stakeholders in national defense. (6) The legitimacy of military professionals is derived from development of objective and abstract knowledge for the field of military science. This legitimacy derives from the Constitution and has remained intact for over 200 years. …

La actitud del consumidor según la percepción de justicia organizacional

This study points out the consistent relationship between consumer perception of organizational justice and consumer attitudes toward the organization. Thus, the article first presents a summary of the latest developments in the concept of organizational justice and provides a detailed description of the development of the three dimensions of justice. Next, it presents an outline of the results of previous studies evaluating the relationship between consumers’ perception of justice and their attitudes, followed by a descriptive analysis of these findings. The discussion emphasizes that the consistency of results indicates that the concept of organizational justice can be used as a competitive advantage for an organization. Lastly, the recommendations propose a set of strategies for applying and measuring the construct of organizational justice.

ORGANIZATIONAL JUSTICE AND FAIRNESS IN CHINA: AN INDUCTIVE ANALYSIS OF THE MEANING AND DIMENSIONS.

Taking an inductive approach, we examined the meaning and dimensionality of the organizational justice construct in the People's Republic of China. By triangulating qualitative data from in-depth i...

Antecedents of Service Employees' Organizational Citizenship Behaviors in Full-Service Restaurants in Korea

In the aggregate, employees' organizational citizenship behaviors (OCBs) promote organizational performance in many ways and thereby gain significance as market competition gets fierce. The purpose of this study is to investigate how the leader-member exchange (LMX) relationships affect the service employee's OCBs. Following other research approaches, the structural equation model presented here hypothesizes the mediating roles of two forms of justice between LMX constructs and OCB constructs using the following constructs. The LMX forms are perceived contribution and affect, the justice constructs are interactional justice and distributive justice, and the OCB types are those directed toward supervisors and those directed at the organization. Based on an analysis of 293 responses collected from fifty-four full-service restaurants in a metropolitan city in South Korea, this study concludes that both forms of LMX significantly influence employees' perceptions of justice (that is, both interactional and distributive). Those perceptions, in turn, significantly affect the employees' tendency to engage in OCBs.