Perceptions Of Procedural Fairness Research Articles

Perceptions of fairness, inclusion and safety: the differential impact of contrasting experiences on academics and professional services staff

AbstractThe current study explores how organizational dimensions relate to and impact organizational commitment, comparing staff in academic positions with staff in professional services roles. Data was collected from 281 academic and 294 professional services staff within university environments who completed extensive questionnaires. Overall academics manifested lower levels of emotional attachment to, and perceived obligation to remain in their university, felt less safe to take interpersonal risks, to speak up and lower support for their work-life balance than their professional services colleagues. The perception of procedural fairness and discrimination impacted academics loyalty and felt obligation to remain and reciprocate organizational investments to a higher extent. Psychological safety positively influenced staff’s commitment. Emotional and obligation-based types of commitment were more strongly affected by psychological safety among academics than professional services staff. Finally, work-life balance support positively influenced staff’s commitment, appearing to be an equally important dimension to drive emotional and obligation-based types of commitment from both academics and professional services staff. This study brings important contributions to research on the working environment of academics and professional services staff and indicates that development of clear policies to promote and maintain fairness, psychological safety and work-life balance, together with active monitoring and evaluation of their impact, should be a key focus for higher education institutions.

Perceived equity in marine management and conservation: Exploring gender intersectionality in Fiji

Ensuring equitable decision-making and distribution of costs and benefits in conservation and natural resource management is morally right and instrumental to achieving positive social and ecological outcomes. Understanding perceived equity is key; equity is subjective, context-dependent and has implications for legitimacy, cooperation and wellbeing. Since gender, in combination with other social characteristics, influences how people benefit or participate in management, examining perceived fairness from an intersectional perspective is crucial. However, few studies have examined people's perceptions of equity and how those perceptions are related to intersecting identities. Using data from ten villages in Fiji, we assess how perceptions of distributional and procedural equity differ by gender and the intersection between gender and other social identity characteristics (migrant status, age, education, marital status and wealth). We found that the majority of respondents identified the broader community as benefiting the most from management, while women were the most negatively affected. Overall, respondents' perceptions of distributional and procedural fairness were high regardless of gender. The intersection between gender and other social identity characteristics was not significantly related to perceived fairness, except in relation to migrant status; migrant men were less likely to perceive distributional fairness. Our study provides new insights into patterns of perceived (un)fairness in marine management and conservation. It reveals a discrepancy between conservation costs (women are seen as more negatively affected by conservation) and fairness perceptions (women are not more likely to perceive unfairness). Our findings can inform conservation theory and practice aimed at fostering equity in conservation and management.

Developing-Country Representation and Public Attitudes toward International Organizations: The Case of IMF Governance Reform

Abstract Several prominent international organizations (IOs) maintain decision-making structures that under-represent developing countries. This paper argues that individuals in developing countries are more supportive of engaging with IOs that give a greater voice to fellow developing countries. We posit that the balance of decision-making power influences support for IOs by improving perceptions of both input legitimacy and output legitimacy. Empirically, we focus on the International Monetary Fund (IMF) and draw on original survey experiments in four developing countries: Argentina, China, South Africa, and Turkey. Results reveal that increased representation of developing countries increases public support for IMF participation. We also find consistent evidence that this effect works through an input legitimacy mechanism, specifically by improving perceptions of procedural fairness. These findings suggest that public support for IOs is affected by the balance of decision-making power within these organizations.

The Rule of Law in Red and Blue: Affective Polarization and Support for Legal Institutions in the United States

A defining feature of democracies is an independent legal system, where elites and the public alike accept the broader legitimacy of its actions, even if they run counter to political preferences. Existing scholarship suggests that public support for rule of law institutions is rooted in perceptions of procedural fairness. However, amid increasing levels of affective polarization, we posit a partisan presidential heuristic wherein citizens’ views of legal institutions are influenced by their partisanship and signals from the president. Through multiple experiments, we demonstrate that support for two key institutions—the Federal Bureau of Investigation and the Department of Justice—is substantially derived from the intersection of one’s partisan identity and their partisan proximity to the president. These effects are strongest among respondents exhibiting high levels of affective partisanship. Our results suggest that in forming perceptions of the rule of law, partisan politics is increasingly competing with perceptions of procedural fairness, thereby subverting support for legal institutions in the United States.

Procedural Fairness in Physician-Patient Communication: A Predictor of Health Outcomes in a Cohort of Adults with Overweight or Obesity.

This study aimed to explore whether patients' perception of procedural fairness in physicians' communication was associated with willingness to follow doctor's recommendations, self-efficacy beliefs, dietary behaviors, and body mass index. This was a secondary analysis of baseline data from 489 primary care patients with a BMI ≥ 25kg/m2 (43.6% Black, 40.7% Hispanic/Latino, 55.8% female, mean age = 50years), who enrolled in a weight management study in two New York City healthcare institutions. We conducted ordinary least squares path analyses with bootstrapping to explore direct and indirect associations among procedural fairness, willingness to follow recommendations, self-efficacy, dietary behaviors, and body mass index, while controlling for age and gender. Serial, multiple mediator models indicated that higher procedural fairness was associated with an increased willingness to follow recommendations which, in turn, was associated with healthier dietary behaviors and a lower BMI (indirect effect = - .02, SE = .01; 95% CI [- .04 to - .01]). Additionally, higher procedural fairness was associated with elevated dietary self-efficacy, which was, in turn, was associated with healthier dietary behaviors and lower BMI (indirect effect = - .01, SE = .003; 95% CI [- .02 to - .002]). These findings highlight the importance of incorporating procedural fairness in physician-patient communication concerning weight management in diverse primary care patients.

Fairness Perceptions, Happiness, and Behavioral Intentions in Trade Fairs: An Investigation from the Relational Model of Justice

ABSTRACT Purpose This research aims to examine how an exhibitor manages its relationship with visitors in trade fairs to achieve desired outcomes. Drawing on the relational (group-value) model of justice, this research argues that visitors’ procedural and distributive fairness perceptions impact their happiness, relationship commitment, and behavioral intentions with exhibitors. Methodology Data comprising 350 business visitors from eight trade fairs related to the electronics, telecommunications, automobiles, apparel, and renewable energy industries were analyzed. Findings The findings show that while procedural fairness perceptions significantly impact visitors’ happiness, distributive fairness perceptions do not have a significant relationship. Happiness leads to a positive relationship between visitors’ commitment and behavioral outcomes. Originality/Value/Contribution This research is one of the earliest attempts to evaluate the role of fairness perceptions and happiness in the context of trade fairs. The results also indicate that small-scale visitors show less concern for procedural fairness than large-scale visitors, but they show a higher tendency for relationship commitment and behavioral intentions than large-scale visitors.

Analysis of Remuneration System Satisfaction and Its Affecting Factors (Case Study on Specialist-Physician at Government Hospital in Jakarta)

Background:Remuneration is an important strategy to improve the competence of hospital services. Remuneration aims to motivate employees which can be achieved if the remuneration system is implemented fairly, but the gap between the ratio of the number of doctors and the average points to rates causes’ physician dissatisfaction toward the remuneration system. Objective:Analyze satisfaction level and measure remuneration satisfaction factors on Pediatricians and Obstetrics and Gynecologists at ABC Hospital Jakarta. Method:This study used quantitative methods with multiple linear regression analysis measured by the Equity Scale and Remuneration Satisfaction Scale. Interviews were used to obtain comprehensive analysis results from respondents who were in the lower and upper limits of the questionnaire results. The interview also involved the management of ABC Hospital Jakarta.Result and discussion:Total 44 respondents consisting of 30 Pediatricians and 14 Obstetricians and Gynecologists, showed dissatisfaction with the remuneration system (45,46%), neutral (31,53%), and satisfied (23%). There was a relationship between perceptions of external fairness (P= 0,003) and procedural fairness (P= 0,002) with remuneration satisfaction. There was no relationship between perceptions of internal justice (P= 0,929) and perceptions of individual justice (P= 0,130) with remuneration satisfaction. These results were explored using interviews and the causes of doctor dissatisfaction due to the gap in the achievement of the Individual Performance Index, lots of doctor examinations that were not listed in the rates, and remuneration points did not consider the complexity of each job. Meanwhile, the dissatisfaction felt by the management was due to the lack of measurement of quality indicators in the remuneration system.Conclusion and recommendation:External and procedural justices are factors that affect the satisfaction of remuneration felt by specialist-physician. The remuneration obtained at ABC Hospital Jakarta is lower than other Government Hospitals of the same type. In addition, there are binding rules, doctors' lack of understanding of the remuneration system, and lack of socialization. The management needs to formulate a more detailed remuneration system based on applicable regulations by adjusting the hospital situation.

The effect of accumulated losses on perceptions of legitimacy

AbstractHow do citizens react to repeated losses in politics? This paper argues that experiencing accumulated losses creates strong incentives to externalize responsibility for these losses to the decision-making procedure, which can, in turn, erode legitimacy perceptions among the public. Using a survey experiment (N = 2,146) simulating accumulated losses in a series of direct votes among Irish citizens, we find that decision acceptance and the perceived legitimacy of the decision-making procedure diminish with every loss. Three accumulated losses depress the perceived legitimacy of the political system. These effects are mediated by procedural fairness perceptions, suggesting that even when democratic procedures are used, accumulated losses can induce a belief that the process and system are rigged.

Price fairness in the online food delivery industry: a structural equation model of consumer perceptions

ABSTRACT There exist concerns about the fairness of the revenue share model between food service establishments and delivery companies, which often charge a commission rate of 20–30%. As the third party in the multi-sided market, the perception of food consumers may have bearing on potential market and policy solutions. With 500 survey responses from English food consumers, we inform perceptions of interactional, procedural, distributional, and overall price fairness in the online food order and delivery industry. On average, there is a 5% difference in perceptions of the actual commission rate (20%) and a fair commission rate (15%). Per the results of a structural equation model, procedural fairness and distributional fairness respectively have negative and positive relationships to overall price fairness. Interactional fairness is not related significantly to overall price fairness.

Contractual Governance, Fairness, and Extra-Role Altruistic Behavior in Chinese Buyer–Seller Relationships

ABSTRACT Purpose This article aims to investigate how the control and coordination functions of the contract enforcement of a firm influence the extra-role altruistic behavior (ERAB) of its partner through distinct perceptions of fairness in buyer-seller relationships. It also examines how a critical institutional factor, marketization distance, moderates the influence of contractual governance on fairness. Methodology A survey was conducted on 627 distributors in China. Findings Our empirical analysis reveals that the seller’s contractual coordination encourages the buyer’s ERAB by increasing its perceptions of distributive, procedural, and interactional fairness, while contractual control inhibits the buyer’s ERAB by reducing its perceptions of distributive, and interactional fairness. Further, marketization distance weakens the positive effects of contractual coordination on all three types of fairness, but positively moderates the effect of contractual control on distributive fairness. Implications These findings make contributions to both research and practice in supply chain management.

Examining the Context and Content of Organizational Solidarity Statements on Black Americans' Expectations of Identity Safety.

Despite the increasing use of organizational solidarity statements following instances of social injustice, little-to-no research has examined whether these statements signal inclusion for minoritized groups. The present work investigates how different types of solidarity statements affect Black Americans' sense of identity safety and assesses mechanisms underlying their responses. Across three online experiments, Black Americans recruited from Prolific Academic (N = 1,668) saw solidarity statements from a fictional organization that were either written in response to a race-related event at the societal level (e.g., George Floyd's murder; Studies 1-2) or an instance of racism occurring at the organizational level (Study 3). The statements were manipulated on three dimensions: acknowledgment of systemic racism, acknowledgment of organizational racism, and inclusion of concrete actions to address racism (Study 2). Findings showed that statements which acknowledged systemic racism or included actions to address racism were more likely to increase identity safety, whereas statements acknowledging racist organizational practices were relatively less effective at promoting identity safety. Feelings of identity safety emerged via decreased perceptions that the organization was engaging in performative allyship and/or increased perceptions of procedural fairness. Collectively, findings elucidate features of organizational solidarity statements that are more (versus less) effective for promoting identity safety among Black Americans.

Public trust in the police: Investigating the influence of police performance, procedural fairness, and police-community relations in Addis Ababa, Ethiopia

In Western countries, there is conclusive research on public trust in the police and the factors that affect it; however, the situation in developing countries like Ethiopia is largely unknown and unexplored. The current study utilized cross-sectional data from representative 616 households from Addis Ababa, Ethiopia. The study results found lower trust in the local police, less effective in reducing crime, and residents’ unfavorable perceptions of police procedural fairness, accompanied by poor relationships with the community. Moreover, perceptions of police effectiveness, procedural justice, and police-community relations were significant predictors of citizens’ trust in the police. The results of the study provide evidence for the applicability of the underlying assumptions of the performance model, procedural justice and community policing in the context of Ethiopia. As a result, to enhance trust in the police and improve relations with citizens, police should effectively control crime and communicate it, exert authority procedurally, exercise fair and respectful policing, and undertake activities that positively strengthen their relationship with the community. This study has theoretical and practical implications and provides insights for enhancing public trust in the police.

A.C.A … All Coppers Are … an analysis of police legitimacy in Spain

ABSTRACT In Spain, knowledge about public attitudes towards the police is limited compared to other countries. This study contributes to fill gaps in the literature by examining a wide range of correlates of police legitimacy. Using data from the Spanish sample (N = 1,885) of the European Social Survey (ESS) Round 5, we estimate multivariate regression models with two measures of police legitimacy as outcome variables: moral alignment (α = .81) and duty to obey the police (α = .86). Correlates encompass a range of attitudinal measures, including those related to police activity, the sociopolitical and institutional context, and personal characteristics of the respondents. The results show that, in Spain, as in other countries, police legitimacy is primarily influenced by perceptions of procedural fairness and effectiveness. In addition, the study found that variables such as political orientation and attitudes towards the sociopolitical context are also relevant. These findings suggest that people’s views of the police are linked to broader social and political factors, beyond their interactions with the police.

Communicating Inclusion: How Men and Women Perceive Interpersonal Versus Organizational Gender Equality Messages

Interpersonal allyship may serve as a justice cue to signal that an environment is fair to women without increasing men's expectations of anti-male bias. We investigated how exposure to justice cues communicated at the interpersonal and organizational level impact men's and women's perceptions of procedural justice and fairness at an organization. Men and women were asked to imagine working at one of three randomly assigned male-dominated workplaces. Women who imagined working with a White man who was a gender-equality ally (Study 1, N = 352, and Study 2, N = 488) perceived the organization as more procedurally just, identified more strongly with the organization, and were less likely to view their gender as a disadvantage compared to women who imagined a workplace with an organizational diversity statement (Study 2 only) or a control workplace with no justice cues. Men did not view the ally nor the diversity statement negatively in either study. Integrative data analysis revealed medium to large effects (Cohen's d range .74–1.30) across dependent measures included in both studies. Our results suggest that interpersonal allyship from men is a practical way to promote women's expectations of fair treatment without increasing the threat of anti-male bias among men. Additional online study materials, as well as online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843221140300 .

Summaries of Papers In This Issue

Summaries of Papers In This Issue

Robots are judging me: Perceived fairness of algorithmic recruitment tools.

Recent years have seen rapid advancements in selection assessments, shifting away from human and toward algorithmic judgments of candidates. Indeed, algorithmic recruitment tools have been created to screen candidates’ resumes, assess psychometric characteristics through game-based assessments, and judge asynchronous video interviews, among other applications. While research into candidate reactions to these technologies is still in its infancy, early research in this regard has explored user experiences and fairness perceptions. In this article, we review applicants’ perceptions of the procedural fairness of algorithmic recruitment tools based on key findings from seven key studies, sampling over 1,300 participants between them. We focus on the sub-facets of behavioral control, the extent to which individuals feel their behavior can influence an outcome, and social presence, whether there is the perceived opportunity for a social connection and empathy. While perceptions of overall procedural fairness are mixed, we find that fairness perceptions concerning behavioral control and social presence are mostly negative. Participants feel less confident that they are able to influence the outcome of algorithmic assessments compared to human assessments because they are more objective and less susceptible to manipulation. Participants also feel that the human element is lost when these tools are used since there is a lack of perceived empathy and interpersonal warmth. Since this field of research is relatively under-explored, we end by proposing a research agenda, recommending that future studies could examine the role of individual differences, demographics, and neurodiversity in influencing fairness perceptions of algorithmic recruitment.

Trust in the Police during the Pro-Democracy Movement in Hong Kong: Psychosocial Factors of Perceived Procedural and Distributive Justice.

Hong Kong has experienced social unrest in response to the proposed anti-extradition bill since early June 2019. Demonstrations and rallies have often ended in violent clashes between protestors and the police. Based on a sample of 1024 Hong Kong adults, this study explored the psychosocial factors underlying public perceptions of police procedural and distributive justice among Hong Kongers. Testing the propositions of several criminological theories (i.e., neutralization theory, the general aggression model, general strain theory, and self-control theory), the findings indicated that men reported significantly more positive general perceptions of police procedural and distributive justice, better general mental health, and more negative attitudes toward violence than women did. Young adults perceived significantly higher levels of police general, procedural, and distributive justice than did their middle-aged and older counterparts, who reported significantly better general mental health and greater self-control. Multivariate analyses indicated that across all age groups, better general mental health, greater self-control, and more negative attitudes toward violence were significantly associated with positive perceptions of police general, procedural, and distributive justice. This study concludes with practical guidance for enhancing public perceptions of police procedural and distributive fairness.

What Does Your I-deal Say About Me? A Social Comparison Examination of Coworker Reactions to Flexibility I-deals

We focus on the implications of flexibility i-deals, that is, individually negotiated employment conditions regarding when, where and/or how to work, for i-dealers’ coworkers. Drawing on social comparison theory, we examine how coworkers’ attributions regarding the basis for flexibility i-deals (i.e., needs or performance) and perceptions of procedural fairness concerning the allocation of flexibility i-deals predict the display of organizational citizenship behavior (OCB) via feelings of competence. The results, based on two independent and complementary studies ( n 1 =260; n 2=211), are consistent with our hypothesized moderated-mediation model. Whereas need attributions are positively related to competence feelings and subsequent OCB, performance attributions are negatively related to these variables. The effects are more pronounced at high than at low levels of procedural fairness. This suggests that fair procedures do not always benefit coworker reactions as they can enlarge the negative impact of performance attributions on feelings of competence and subsequent OCB. Furthermore, we provide evidence for the explanatory mechanisms by revealing that the attribution (needs vs. performance) drives opposing social comparisons (downward vs. upward, respectively) and that procedural fairness can increase coworkers’ felt personal accountability for these comparisons, thereby triggering a matching emotional response. Our results show that flexibility i-deals can have a bright side, but also a dark side, depending upon the basis and fairness of the allocation. As such, they enrich the academic conversation about the effectiveness of flexibility i-deals and guide practitioners.

TWO-WAY COMMUNICATION IN PAY SYSTEM AND JOB SATISFACTION: MEDIATING EFFECT OF FAIRNESS PERCEPTIONS

This study examines the mediating effect of fairness perceptions in the relationship between two-way communication in pay system and job satisfaction. Although the relationship between such variables has been generally investigated, the mediating effect of two specific types of fairness perceptions, namely procedural fairness and distributive fairness, has not been thoroughly discussed in organizational pay system research literature. Thus, this study was conducted to fulfil this gap. Self-report questionnaires were utilized to gather data from employees in Malaysian public research universities. The study is also novel in that it utilized SmartPLS to assess the psychometric of measurement scale and then test the research hypotheses. Findings from this study prove that the implementation of two-way pay communication between administrators and employees about pay system has strongly invoked employees’ perceptions of procedural fairness and distributive fairness. Consequently, this fairness perception may lead to a higher job satisfaction. Thus, this finding may be used as important guidelines by senior administrators to understand different paradigms of fairness perception concept and formulate fair pay systems for different job levels and structures to maintain and support their strategies and goals in times of global competition and unpredictable economic situation.

RELATIONSHIP BETWEEN E-REWARD COMMUNICATION, PROCEDURAL FAIRNESS AND WORK-RELATED ATTITUDES

This research aims to evaluate the relationship between e-reward communication, procedural fairness, and work-related attitudes. Based on an established theoretical framework, this research attempts to provide empirical evidence on the inconclusive findings of the intervening role of procedural fairness in an effective reward system. Self-administered questionnaires were used to collect data from employees in a Malaysian tertiary education sector. The quality of survey data and research hypotheses were analyzed using the SmartPLS. The results show that the ability of administrators to deliver reward information through electronic devices has strongly evoked employees’ perceptions of procedural fairness. As a result, this perception may lead to an upgraded organizational commitment and job satisfaction. This finding offers useful recommendations to be used by practitioners in maintaining and supporting their strategic vision and missions in times of globalization and turbulent economy.