Dimensions Of Justice Research Articles

Emotional wage, happiness at work and organisational justice as triggers for happiness management

PurposeThis study analyses the concept of happiness management based on the empirical validation of the interactions between emotional wage, organisational justice and happiness at work. It complements a holistic view of the management models used in recent corporate governance. This perspective explores the dimension’s emotional wage mediating role and influences on organisational justice and happiness at work. The effect of organisational justice on happiness at work is also analysed.Design/methodology/approachA quantitative, cross-sectional, descriptive and correlational study is proposed. A sample of 502 workers in the education sector in Costa Rica was selected. A structural equation model (PLS-SEM) was developed to test the proposed theoretical model. The SPSS-AMOS 23 and SmartPLS 4 computer programs are used for this purpose.FindingsThe results show that emotional wage has a positive impact on happiness at work and that it mediates positively between organisational justice and happiness at work. Developing organisational policies to include these variables as necessary resources for corporate governance is recommended.Research limitations/implicationsThe first limitation of this study is due to the type of sampling, which was purposive. The kind of population and the time of execution of this study were determining factors when deciding on the mode of application of the instrument. However, an attempt to reduce the bias associated with this element could be made by expanding the sample to as many respondents as possible. The second limitation was that the data were collected within a specific time frame. Longitudinal studies address Thcould. The third limitation stems from the scarcity of literature on happiness management. In this regard, this type of research currently needs to be explored in emerging economies. It makes it difficult to determine whether the empirical results obtained in this paper can be generalised to other territories in the global village. Moreover, the last limitation is that the authors of this research have only explored the moderating role of emotional pay in the relationship between the dimensions of organisational justice and happiness at work. It would be interesting to consider other mediating variables to have a clearer picture of the organisational justice–happiness at work construct from the happiness management approach.Practical implicationsAs already indicated throughout this research, emotional wage, organisational justice and happiness at work are constructs that positively drive employee satisfaction, motivation and well-being. Human talent management strategies undertaken by organisations should encourage the adaptation of actions that stimulate employees' quality of life, corporate social responsibility and ethical management practices to be more competitive in today’s markets. It requires implementing the dynamic management models that provide internal customers with a high sense of belonging, job satisfaction and commitment to their professional performance. In other words, this will require robust leadership styles and corporate cultures that stimulate employee creativity, loyalty and innovation. For this reason, management of organisations must implement human resources policies to attract and retain creative talent through happy leadership. It requires, among other things that the philosophy of happiness management becomes a critical strategic resource for companies to promote nonfinancial benefits for employees, including emotional wage (Ruiz-Rodríguez et al., 2023).Social implicationsIn the current business environment, there has been a transformation in leadership styles, motivation and the development of a sense of belonging in organisations' human capital. Based on this trend, the study of happiness management becomes a social strategy to improve the conditions, in which the organisations compete to attract highly demanded human capital. It is why this research contributes elements that have an impact on citizenship by proposing the management models based on happiness at work and quality of life.Originality/valueThis study adds to the happiness management literature by including emotional wage, organisational justice and happiness at work in human resources and strategic management. It also contributes to the academic debate on the need to formulate organisational cultures that empower workers in their professional performance based on happiness and positive emotions.

Interpersonal and Informational Justices as Correlates of the Whistle-Blowers’ Intentions in Nigeria

This study examined whether interpersonal and informational justices are correlates of whistle-blowers’ intentions among selected local government areas in Delta State, Nigeria. In this study, two dimensions of organizational justice (interpersonal and informational justices) were used. In order to carry out the study, questionnaires were administered to employees in six local government areas and data obtained were analyzed via descriptive and inferential statistical techniques. On the basis of the analysis, it was found that while there is a significant relationship between interpersonal distributive justice and whistle-blowers’ intentions, an insignificant relationship was found between informational justices and whistle-blowers’ intentions. Thus, only interpersonal justice serve as a correlate of the whistle-blowers’ intentions. The study recommended the integration of internal disclosures via code of ethics and honesty reporting to support whistle-blowers as well as in silencing and/or punishing the whistle-blowers via retaliatory measures put in place by management of public sector.

Dimensions of Global Justice in Taxing Multinationals

Abstract Widespread tax evasion and avoidance have recently led to both significant reforms of international tax governance and increased attention from theorists of global tax justice. Against the background of an analysis of the double challenge of effectiveness and distribution facing the taxation of multinational enterprises, this paper puts forward a taxonomy of recent contributions of the tax justice literature. This taxonomy not only opens up an original angle of interpretation on global tax justice, but also provides a vantage point from which to evaluate recent reforms by the Organisation for Economic Co-operation and Development.

AI chatbots contribute to global conservation injustices

Artificial Intelligence (AI)-driven language models (chatbots) progressively accelerate the collection and translation of environmental evidence that could be used to inform planetary conservation plans and strategies. Yet, the consequences of chatbot-generated conservation content have never been globally assessed. Drawing on distributive, recognition, procedural, and epistemic dimensions of environmental justice, we interviewed and analysed 30,000 responses from ChatGPT on ecological restoration expertise, stakeholder engagements, and techniques. Our results show that more than two-thirds of the chatbot’s answers rely on the expertise of male academics working at universities in the United States, while largely ignoring evidence from low- and lower-middle-income countries (7%) and Indigenous and community restoration experiences (2%). A focus on planting and reforestation techniques (69%) underpins optimistic environmental outcomes (60%), neglecting holistic technical approaches that consider non-forest ecosystems (25%) and non-tree species (8%). This analysis highlights how biases in AI-driven knowledge production can reinforce Western science, overlooking diverse sources of expertise and perspectives regarding conservation research and practices. In the fast-paced domain of generative AI, safeguard mechanisms are needed to ensure that these expanding chatbot developments can incorporate just principles in addressing the pace and scale of the worldwide environmental crisis.

대학 신입생의 학습참여, 자기효능감이 디지털 시민성에 미치는 영향

The purpose of this study is to investigate the effects of student engagement and selfefficacy on digital citizenship among college freshmen. To this end, correlation and multiple regression analyses were conducted on 219 freshman basic compulsory courses students at a four-year I university located in Incheon Metropolitan City from 8 May 2023 to 10 May 2023. The results are as follows. First, student engagement and self-efficacy of college freshmen were significantly correlated with cognitive, justice, and behavioural dimensions of digital citizenship. Second, when examining the impact of student engagement and self-efficacy on digital citizenship of college freshmen, it was found that academic challenge, peers and learning, effective teaching, and self-regulatory efficacy and confidence of self-efficacy explained 46% of the cognitive dimension and 41% of the justice dimension. In addition, academic challenge, peers and learning, effective teaching, and self-regulatory efficacy of self-efficacy explained 46% of the behavioural component of student engagement. The findings of this study can be applied to the design of educational programs at the undergraduate level to foster digital citizenship.

Perceptions of organizational justice and life satisfaction among Nigerian prison staff

ABSTRACT Employee perceptions of fairness are a critical component of organizational justice, and empirical studies have shown that both distributive and procedural justice, the major dimensions of organizational justice, play a role in work performance and life satisfaction. In this study, we surveyed perceptions of organizational justice from 120 Nigerian prison staff and examined how it impacted their life satisfaction. The findings indicated both procedural and distributive justice were associated with higher levels of life satisfaction. Line staff had lower life satisfaction, but it was the only demographic variable to have a significant effect. As the costs of acting in a procedurally fair manner are minimal, interventions that increase perceptions of procedural justice are likely to improve staff’s life satisfaction, a result that has clearly positive consequences for both employers and employees. Improving distributive outcomes, such as pay and benefits, are costlier but should also result in improved life satisfaction.

Perceived algorithmic fairness: An empirical study of transparency and anthropomorphism in algorithmic recruiting

AbstractDespite constant efforts of organisations to ensure a fair and transparent personnel selection process, hiring is still characterised by systematic inequality. The potential of algorithms to produce fair and objective decision outcomes has attracted the attention of academic scholars and practitioners as a conceivable alternative to human decision‐making. However, applicants do not necessarily consider an objective algorithm as fairer than a human decision maker. This study examines the conditions under which applicants perceive algorithms as fair and establishes a theoretical foundation of algorithmic fairness perceptions. We further propose and investigate transparency and anthropomorphism interventions as strategies to actively shape these fairness perceptions. In an online application scenario with eight experimental groups (N = 801), we analyse determinants for algorithmic fairness perceptions and the impact of the proposed interventions. Embedded in a stimulus‐organism‐response framework and drawing from organisational justice theory, our study reveals four justice dimensions (procedural, distributive, interpersonal, informational justice) that determine algorithmic fairness perceptions. The results further show that transparency and anthropomorphism interventions mainly affect dimensions of interpersonal and informational justice, highlighting the importance of algorithmic fairness perceptions as critical determinants for individual choices.

Innovations in educational methodologies: Exploring the impact of digital technologies on learning and teaching

Relevance. The relevance of the subject under study lies in the need to understand the impact of digital technologies on learning and teaching in the context of an ever-changing educational landscape where innovation is becoming a key factor for successful education.Purpose. The purpose of this study was to evaluate the impact of information technology on the educational process and students� motivation to learn using innovative techniques.Methodology. Methods of analysis, synthesis, generalisation, and systematisation were used to fulfil this purpose.Results. The key findings of the study point to the need for careful consideration of pedagogical principles when integrating digital technologies into education. It was emphasised that successful integration of digital tools requires alignment with learning objectives and differentiation of learning to meet student needs. Furthermore, a significant role in addressing the digital divide and ensuring equal access to educational opportunities for all social groups was highlighted.Conclusions. The study also emphasised the importance of continuing professional development for teachers and preparing them to use digital technologies effectively. It was also noted that digital technology can be a powerful tool for increasing student engagement, providing personalised learning opportunities and developing lifelong learning skills. However, it is essential to consider ethical and social aspects when integrating technology into the educational process. This study makes a vital contribution to the field of educational technology, emphasising the need to align digital innovations with pedagogical principles and strategies, as well as highlighting the social justice and ethical dimensions of integrating technology into education.

Dimensions of organizational justice on employee commitment – moderating effect of gender

Organizational justice has been a critical dimension for employee commitment towards the origination in educational sector. Organizational justice has three critical component s namely: distributive justice, procedural justice and interactional justice. The research was aimed to study the various factors of organizational justice on the impact of employee commitment towards the organization in education sector among faculty in higher education. Data were obtained from academicians working in educational institutions and to measure their commitment towards the organization. The data were collected using convenience sampling method. A survey was conducted among 165 respondents. SPSS software was adopted to conduct exploratory factor analysis and multiple regression to analyze the data. Results of the study revealed that distributive justice, procedural justice and interracial justice have exhibited a positive impact on employee commitment. Further gender has shown significant influence on employee commitment. The research provides useful implications for research and academia.

The legal dimension of justice through the prism of war

The legal dimension of justice through the prism of war

사회 정의 관점에서의 아동 교육복지 정책 분석

[Purpose] This study investigates educational welfare policies to address the widening educational disparities among low-income children and adolescents under increasing social polarization. It focuses on analyzing the enactment of social justice in the Head Start program in the USA, Sure Start in the UK, and Dream Start in South Korea.
 [Methods] Employing Gewirtz and Cribb's(2002) plural models of social justice, an extension of John Rawls' theory of distributive justice, this study examines the threefold aspects of 'distributive, cultural, and organizational justice' in these policies.
 [Results] Key findings highlight that these policies variously achieve distributive, cultural, and organizational justice through effective resource allocation, information accessibility, recognition of beneficiary diversity, and democratic participation. Specific emphasis is placed on the need for equitable information distribution in distributive justice, acknowledgment of diversity in cultural justice, and democratic stakeholder participation in organizational justice.
 [Conclusion] The study underscores the necessity of exploring how these justice dimensions interact and coexist, proposing policy recommendations for the future trajectory of child education welfare.

An energy justice index for the energy transition in the global South

In order to avoid dangerous climate change and to satisfy the global energy needs energy systems have to change. Hopes are especially high in countries of the Global South for the low-carbon transition to propel sustainable development. Yet, while the energy transition provides opportunities, it also raises questions on how to avoid new global inequalities. This study presents the first quantitative approach to measure the extent to which the energy transitions in the Global South incorporate elements of energy justice. In doing so, this study builds on a rich literature on energy justice that differentiates between distributional, recognition, and procedural justice, thus taking into account social and development objectives such as affordability and accessibility of energy, the inclusion of marginalised parts of society, as well as broader community involvement and participation. Though much important conceptual and qualitative work has been done, what has been lacking so far is a quantitative measure of the degree to which the energy transition lives up to the imperative of energy justice, going beyond the much-studied Global North. The proposed energy justice index is designed and applied to select countries from Southeast Asia (Malaysia), sub-Saharan Africa (Kenya), the MENA region (Jordan), and Latin America (Chile). The index stands the test of the empirical application and demonstrates significant variation between countries along the different dimensions of energy justice. The study also emphasizes the importance of further testing and of improving data quality for informed policy making of energy justice issues in the Global South.

The Effect of Distributive, Procedural, and Interactional Justice on Organizational Cynicism Moderated by Hope

Theoretical and empirical evidence suggests that organizational justice impacts organizational cynicism, but the influence of its various dimensions is inconsistent. This inconsistency necessitates the introduction of moderating variables for a more comprehensive understanding. In this context, hope is selected as a moderating variable due to its ability to mitigate the adverse effects of organizational cynicism. The objective of this study is to explore how distributive, procedural, and interactional justice affect organizational cynicism, with hope serving as a moderating factor. The research adopts an explanatory correlational design. Participants include 126 employees from the Mojokerto State Police School (SPN), selected through census sampling. The study utilizes scales for measuring organizational cynicism, organizational justice, and hope. Data is analyzed using moderated regression analysis (MRA). The findings reveal that distributive and interactional justice negatively impact organizational cynicism. Moreover, hope moderates the relationship between procedural justice and organizational cynicism, as well as the impact of interactional justice on cynicism. Significantly, hope moderates the effects of distributive, procedural, and interactional justice on organizational cynicism, underscoring its role in enhancing the impact of these justice dimensions on cynicism. This research contributes to a nuanced understanding of the interplay between organizational justice and cynicism, highlighting the critical role of hope as a moderator.

The Age Threshold for Presidential Nominations in the Perspective of Dignified Justice Theory

The Constitutional Court's decision regarding the age limit for nominations for President and Vice President has caused problems in society, one of which is related to the issue of the existence of a Family Court. This issue arises because juridically there is a logical inconsistency in the Constitutional Court's decision regarding the age limit for nominations for President and Vice President and related to the nomination of the President's children to contest the Presidential and Vice Presidential elections in the 2024 election. This research aims to analyze aspects of the age threshold for Presidential candidacy and The Vice President reviewed the theory of dignified justice along with an analysis of the Family Court issue as a result of the Constitutional Court's decision. This research is normative legal research which also orientates socio-legal aspects to assess the impact of a Constitutional Court Decision. The approach used is a conceptual and statutory approach. The research results confirm that the enigma of the age threshold for presidential candidacy in the perspective of the theory of dignified justice occurs because the Constitutional Court has gone beyond the open legal policy conception where the age threshold for presidential and vice presidential candidacy is actually the domain of the legislative institution as in the open legal policy conception. Judging from the theory of dignified justice, the enigma of the age threshold for presidential candidacy also occurs because the Constitutional Court failed to construct the dimensions of social justice as envisioned in the formulation of Pancasila. MK Decision on the Age of the President and Vice President as part of a legal product certainly has social, political and legal impacts on society. Issues related to the Family Court should be addressed wisely by the Constitutional Court because these issues exist as a form of public concern for the dignity of the Constitutional Court as an institution that protects the constitution.

The Experiences of Layoff Survivors: Navigating Organizational Justice in Times of Crisis

This study explores the impact of COVID-19 layoffs on surviving employees’ perceptions at Airbnb, a key player in the hospitality industry, during the global pandemic. The crisis brought organizational justice into sharp focus, raising questions about fairness, employee satisfaction, and trust in management. Utilizing an interpretivist approach, we conducted fifteen semi-structured interviews with Airbnb employees who survived the layoffs. Accompanied by a comprehensive literature review, our analysis delved into the challenges these employees encountered. The thematic analysis uncovered insights into organizational justice dimensions—distributive, procedural, interactive, and informational—and their role in shaping fairness perceptions and employee outcomes. Findings reveal that despite challenging circumstances, empathetic and proactive practices like regular check-ins and transparent communication significantly helped maintain fairness perceptions among survivors. This counters the common belief that layoffs invariably diminish justice perceptions. Our study demonstrates that negative impacts can be effectively mitigated through thoughtful organizational practices. In conclusion, the research underscores the importance of organizational justice during crisis-induced layoffs. It advocates for maintaining fairness and transparency to preserve employee trust and satisfaction, which are vital for organizational resilience and sustainability. This study enriches the literature on organizational justice and crisis management, providing valuable insights for businesses in similar situations.

Carbon Pricing is not Unjust.

The aim of this perspective is to argue that carbon pricing is not unjust. Two important dimensions of justice are distributive and procedural (sometimes called "participatory") justice. In terms of distributive justice, it is argued that carbon pricing can be made distributionally just through revenue recycling and that it should be expected that even neutral reductions in emissions will generate progressive benefits, both internationally and regionally. In terms of procedural justice, it is argued that carbon pricing is in principle compatible with any procedure; however, there is also a particular morally justifiable procedure, the Citizens' Assembly, which has been implemented in Ireland on this precise question and has generated broad agreement on carbon pricing. It is suggested that this morally matters because such groups are like "ideal advisors" that offer morally important advice. Finally, an independent objection is offered to some ambitious alternatives to carbon pricing like Green New Deal-type frameworks, frameworks that aim to simultaneously tackle multiple social challenges. The objection is that these will take too long to work in a climate context, both to develop and to iterate.

Impact of organizational justice dimensions on social exchange theory constructs: a literature

Justice plays an essential role in all social relationships, as it underpins ongoing commitment and mutual cooperation, even in situations of uncertainty, and creates an environment in which people feel valued, respected, and motivated to continue making a positive contribution to their environment. Organizational justice is related to employees' subjective assessment of the equity in the treatment received and its influence on engagement and behavior in the work context. This study aimed at carrying out a literature review of the dimensions of organizational justice and its relationship with the most diverse constructs related to the theory of social exchange, such as trust, commitment, and cooperation, whether from employees, customers, or other agents. To this end, a systematic review was carried out using PRISMA-based strategies on the Scopus and Web of Science databases between 2015 and 2020. The results of the quantitative analysis indicate that this is a relevant topic in the academic literature published in a wide variety of journals in different categories. Furthermore, the qualitative analysis indicates that the effects of the perception of justice can be predicted in a unique way when it comes to people's behavior in social interactions since the effects of the dimensions of justice are not standardized for the different constructs in different environments and groups. This leads to the conclusion that the relationship between the different dimensions of organizational justice is quite specific, depending on the variable being analyzed and the group under study.

Transitional justice from above and below: exploring the potential glocalising role of non-governmental organisations through a Northern Ireland case study

Non-governmental organisations (NGOs) have the potential to play a unique local-to-global role – ‘glocalisation’ – as intermediaries to international human rights bodies. NGOs are also significant actors in transitional justice societies and have the potential to make a positive contribution by linking local and global dimensions of transitional justice. Moving beyond analysis of legal transitional justice responses through domestic and regional courts and the United Nations (UN) treaty body individual complaints, this article calls for consideration of the role NGOs can play in transitional justice when they connect to quasi-judicial and political UN human rights bodies through state reporting mechanisms. As the work of these bodies is quite reliant on NGO expertise, particularly local NGOs, the article examines Northern Ireland NGO engagement with UN state reporting mechanisms regarding transitional justice. The article concludes that, while the distinction between the state-centric review at the UN level and grassroots activities at a local level is ultimately a false dichotomy, this divide seems to be operating in practice in the case of Northern Ireland. We make a distinction between rights-focused and reconciliation-focused NGOs and find that reconciliation-focused NGOs in particular are largely absent from international reporting frameworks. We argue that NGOs have the potential to play a unique local-to-global role, ‘glocalisation’, but this only works if local NGOs are enabled and encouraged to engage at a global level. Hence, we recommend that, where possible, local NGOs must be involved in both grassroots activities and international monitoring via the UN in order to exploit their glocalising potential.

Care and COVID 19: Lessons for liberals and neoliberals

AbstractWithin the liberal political traditions, care is regarded as a private matter, a problem of ethics rather than justice. Social justice is framed as an issue of economics (re/distribution), culture (recognition) and/or politics (representation). The pandemic challenged this liberal patriarchal paradigm; it placed the care relational lives of human beings centre stage in terms of social justice, not only in terms of who did or did not do the caring, who was and was not cared for, but who was capable of caring while balancing paid‐work time with care‐work time. The pandemic also challenged dominant ontological assumptions about the human condition, especially assumptions about invulnerability and autonomy that are so pervasive in a neoliberal capitalist era. The vulnerability of the human body came into sharp relief, especially in Western countries where infectious diseases were assumed to be under control. The autonomy myth was shattered too, as unforeseen and uncontrollable social isolation created emotional and relational vulnerabilities. People learned, often in painful ways how the loss of companionship diminished their sense of who they were. Above all, the pandemic demonstrated that the both the personal and professional care infrastructure of societies is foundational to economic, political, cultural and environmental life. It highlighted how affective equality, that is, equality in the doing and receiving of love care and solidarity, is a key dimension of social justice. Consequently, it taught a lesson on why a care/needs‐based concept of justice is as important as a rights‐based theory and why one is incomplete without the other.

Interreligious Dialogue and Gender Justice in Brazil

AbstractThis article reflects on the context and experiences of the project Advocacy for Gender Justice in Facing Fundamentalism, which has been developed in the ACT Brazil Ecumenical Forum (Fórum Ecumênico ACT Brasil: FEACT Brazil) since 2021. The article discusses the reality of growing violence, feminicide, and religious fundamentalism in Brazil, underlining the importance of analyzing the root causes and effects of religious racism. Seeing through an intersectional lens, the article reflects on key dimensions of gender justice and proposes strategies to confront domestic violence as well as other forms of violence. Finally, it reflects on the history of five “Ecumenical and Interreligious Journeys” as an important space of dialogue, collaboration, and networking.