Perceptions Of Procedural Fairness Research Articles

Dialectical thinking and fairness-based perspectives of affirmative action.

Affirmative action (AA) policies are among the most effective means for enhancing diversity and equality in the workplace, yet are also often viewed with scorn by the wider public. Fairness-based explanations for this scorn suggest AA policies provide preferential treatment to minorities, violating procedural fairness principles of consistent treatment. In other words, to promote equality in the workplace, effective AA policies promote inequality when selecting employees, and the broader public perceives this to be procedurally unfair. Given this inconsistency underlies negative reactions to AA policies, we argue that better preparing individuals to deal with inconsistencies can mitigate negative reactions to AA policies. Integrating theories from the fairness and cognitive styles literature, we demonstrate across 4 studies how dialectical thinking-a cognitive style associated with accepting inconsistencies in one's environment-increases support for AA policies via procedural fairness perceptions. Specifically, we found support for our propositions across a variety of AA policy types (i.e., strong and weak preference policies) and when conceptualizing dialectical thinking either as an individual difference or as a state that can be primed-including being primed by the framing of the AA policy itself. We discuss theoretical contributions and insights for policy-making at government and organizational levels. (PsycINFO Database Record

Protected Values and Their Influences on Perceived Procedural Fairness in Highway Project: A Field Survey in South Sulawesi, Indonesia

Values that are protected against trade-offs, which are known as protected values, can render policy acceptance impossible. The main purpose of this paper was to examine the impacts of residents’ protected values on their perceptions of procedural fairness, which is an important determinant of policy acceptance. A questionnaire survey was completed by 300 residents of three cities in South Sulawesi, Indonesia, that had been affected by a flyover construction project. The results showed that some respondents had protected values based on religious and environmental considerations. These values were also shown to detract from perceptions of procedural fairness. Furthermore, trust in government mitigated this derogation effect.

PENGARUH PARTISIPASI ANGGARAN TERHADAP KINERJA MANAJERIAL DENGAN PERSEPSI KEADILAN ANGGARAN DAN KOMITMEN TUJUAN ANGGARAN SEBAGAI VARIABEL INTERVENING (Studi Kasus pada Universitas Diponegoro)

This study aims to examine the influence of budget participation to managerial performance. It also to examine whether perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment mediate the relationship of budget participation and managerial performance.This study used questionnaires and interview to collecting data. From 189 questionnaires were given to managers in Diponegoro University. The questionnaires that complete the answers were 72 questionnaires. Path analysis was utilized to examine the direct and indirect effects of budget participatio to managerial performance. The results of this study showed that budget participation has a direct effect to managerial performance. Budget participation also has a positive effect to perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment. But budget participation didn’t has indirect effect to managerial performance with perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment as intervening variables

PENGARUH PARTISIPASI ANGGARAN TERHADAP KINERJA MANAJERIAL DENGAN PERSEPSI KEADILAN ANGGARAN DAN KOMITMEN TUJUAN ANGGARAN SEBAGAI VARIABEL INTERVENING (Studi Kasus pada Universitas Diponegoro)

This study aims to examine the influence of budget participation to managerial performance. It also to examine whether perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment mediate the relationship of budget participation and managerial performance.This study used questionnaires and interview to collecting data. From 189 questionnaires were given to managers in Diponegoro University. The questionnaires that complete the answers were 72 questionnaires. Path analysis was utilized to examine the direct and indirect effects of budget participatio to managerial performance. The results of this study showed that budget participation has a direct effect to managerial performance. Budget participation also has a positive effect to perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment. But budget participation didn’t has indirect effect to managerial performance with perception of distribution budgetary fairness, perception of procedural budgetary fairness and goal commitment as intervening variables

“Just a Little Respect”: Effects of a Layoff Agent’s Actions on Employees’ Reactions to a Dismissal Notification Meeting

A layoff is a threatening yet common event which employees might face at some point in their working lives. In two scenario-based experiments (total N = 344), we investigated which actions of a layoff agent (i.e., who delivers the layoff notice) during a dismissal notification meeting may contribute to laid-off employees’ fairness judgments and negative attitudes toward the employer. In general, the extent to which layoff victims were treated with respect was consistently found to increase perceptions of interpersonal and procedural fairness and to mitigate negative attitudes toward the employer. Further results showed that layoff victims preferred to be given an adequate (vs. inadequate) explanation of the reasons for the layoff and to receive notice from the direct supervisor (vs. an external consultant). Relationships between the layoff agent’s actions and layoff victims’ negative attitudes toward the employer were mediated by perceptions of procedural fairness. In addition, delegating the layoff agent’s task to an external consultant increased perceived psychological contract breach. Our findings have important implications for organizational justice research and for the managerial practice of implementing fair layoffs. In particular, small actions, such as treating employees with respect, might be of benefit both to humans and organizations.

Revealing side effects of quota rules on group cooperation

The quota rule in employment is a legal tool to promote gender equality in professions and positions where women are underrepresented. An accompanying assumption is that gender diversity positively affects one of the aspects of team performance in form of group cooperation. However, it is unclear whether this positive effect can be achieved if diversity increases due to a quota rule. In two fully incentivized experiments involving a real-effort task (N1=188 and N2=268), we examined the impact of quotas as compared to performance-based promotion on group cooperation. We thereby categorized participants either with regard to gender or to an artificial category that was randomly assigned. Cooperation within groups declined when promotion was based on quota compared to performance-based promotion, irrespective of the categorization criterion. Further analyses revealed that this negative effect of quota rules on cooperation is not driven by procedural fairness perceptions or expectations about performance of the promoted group member. Implications of the results for the implementation of equality and diversity initiatives are discussed.

When is policing fair? Groups, identity and judgements of the procedural justice of coercive crowd policing

ABSTRACTProcedural justice theory (PJT) is now a widely utilised theoretical perspective in policing research that acknowledges the centrality of police ‘fairness’. Despite its widespread acceptance this paper asserts that there are conceptual limitations that emerge when applying the theory to the policing of crowd events. This paper contends that this problem with PJT is a result of specific assumptions that are highlighted by two studies using a novel experimental approach. Study 1 systematically manipulated the social categories used to describe crowd participants subjected to police coercion. The experiment demonstrates how these social categories dramatically affected participants’ perceptions of the same police action and that it was participants’ relational identification with the police, rather than a superordinate category, that mediated the association between judgements of procedural fairness and intentions to cooperate. In Study 2, using a quasi-experimental design, we then replicated and extended these findings by demonstrating how perceptions of procedural fairness are also influenced by levels of in-group identification. The paper concludes by exploring the implications of the data for reconceptualising the social psychological processes mediating these judgements and impacts of police legitimacy.

Assessing Collaborative Policymaking Outcomes

Administrators and policymakers increasingly rely on collaborative policymaking groups to inform policy development. While this trend is observed in a wide array of policy domains, it is particularly common in the regulation of natural resource-based industries which requires the simultaneous consideration of an interrelated set of economic, technical, and social factors. In this article, we examine outcomes associated with collaborative policymaking groups involved in informing state aquaculture policy, referred to herein as aquaculture partnerships. We define outcomes here as consequences on relevant contextual conditions (social, political, and environmental) that follow from the work or design of collaborative processes. Using data collected through an online survey of partnership participants ( n = 123), we examine individual and procedural factors that significantly associate with partnerships’ positive or negative influence on a set of policy and social outcomes, as perceived by their participants. Overall, we find that participants’ ability to mobilize scientific and technical resources to achieve group objectives, perceptions of procedural fairness, and individual-level learning are all positively associated with partnership influence on policy and/or social outcomes. We conclude our article by highlighting the value of this research for both scholars and practitioners interested in better understanding collaborative group dynamics and outcomes relating thereto.

Antecedents and Consequences of Fairness Perceptions in Personnel Selection

Drawing on Gilliland’s selection fairness framework, we examined antecedents and behavioral effects of applicant procedural fairness perceptions before, during, and after a personnel selection procedure using a six-wave longitudinal research design. Results showed that both perceived post-test fairness and pre-feedback fairness perceptions are related to job offer acceptance and job performance after 18 months, but not to job performance after 36 months. Pre-test and post-test procedural fairness perceptions were mainly related to formal characteristics and interpersonal treatment, whereas pre-feedback fairness perceptions were related to formal characteristics and explanations. The impact of fairness attributes of formal characteristics and interpersonal treatment diminished over time, whereas attributes of explanation were only associated with pre-feedback fairness. Results are discussed in terms of theoretical implications for fairness research and for hiring organizations.

Análise da percepção de justiça no trabalho: o caso de uma instituição pública

This study is the result of a survey on servers´ perception of fairness in a public sphere state judicial institution. The research was characterized as descriptive, where the data was collected through a survey. The evaluation identified through the perception of servers, some aspects of justice in three degrees: high, indifferent and fragile. Thus we were able to diagnose possible reasons that contribute or not to the perception of servers in what concerns justice in the workplace. For the application and verification of the results, the criteria presented by Gomide Jr. and Smith (2008) were adopted. Data collection occurred in a cross-section in July 2014 at the environment of the institution under study. The participants were 102 of 140 servers of the institution. Given the obtained results, it was found that perceptions of distributive justice appeared divided into percentages approximate, which are among the evaluated extreme degrees (weak and strong), where 48 (47%) of respondents evaluated the distribution of compensation and rewards positively as a strong factor within the institution, and other 41 (41%) considered a factor of weakness, that is, as a negative point. Considering the perception of procedural fairness displayed by all surveyed servers, the results show a perception of fragile in degree, as 45 (44%) of the servers indicated they are dissatisfied with the procedures used by the institution. Note that the survey results suggest a significant degree of dissatisfaction of the servers with the perception of fairness in their work institution.

Give me liberty and give me control: Economic freedom, control perceptions and the paradox of choice

We explore the relationship between individual control perceptions and the degree to which a country's institutions and policies are consistent with the principles of economic freedom. Using data from the World Values Surveys (WVS) and the Economic Freedom of the World (EFW) index, we find that people living in more economically free countries are more likely to perceive greater control over their lives. This effect is not diminishing at higher levels of economic freedom. One possible channel that explains this relationship is the perception of procedural fairness and social mobility. Decomposing the EFW index, we further find that the area of sound money is what drives the results.

Percepção de Justiça nos Sistemas de Controle Gerencial Aumenta Comprometimento e Confiança dos Gestores?

Resumo Este estudo objetiva verificar se a percepção de justiça em relação às dimensões dos Sistemas de Controle Gerencial aumenta o comprometimento e a confiança dos gestores. Para tal, foi realizada pesquisa de natureza descritiva por meio de levantamento, tendo como população as 500 empresas listadas entre as Melhores e Maiores da Revista Exame, das quais 180 aceitaram participar do estudo, e a amostra constituiu-se dos 67 respondentes. O instrumento de pesquisa utilizado compõe-se de 26 assertivas, com escalas de medidas intervalares Likert de sete pontos. As hipóteses enunciadas na pesquisa foram testadas com aplicação da técnica estatística de análise multivariada denominada Modelagem de Equações Estruturais. Os resultados da pesquisa demonstram que o princípio da controlabilidade e a utilização de múltiplos indicadores de desempenho aumentam a percepção de justiça distributiva e processual; a percepção de justiça das dimensões interacional e processual aumenta o comprometimento dos gestores; e a confiança dos gestores é influenciada pela percepção de justiça distributiva e interacional. Com base nesses resultados, conclui-se que o comprometimento e a confiança dos gestores podem ser fatores atitudinais e comportamentais preponderantes na diminuição de ações retaliatórias causadas pelo sentimento de injustiça organizacional.

Implementing technology to improve stakeholder fairness perception

Fairness among supply chain actors is imperative for long term and effective inter-organizational relationships. Due to operational issues within a fresh produce supply chain involving many small and medium players, the coordination and communication will be inefficient. This results in perceptions of unfair behaviour and results in strained supply chain relationships within a food supply chain. The paper proposes the implementation of the MOVIE (Model, Operations, View, Intelligence and Events) model to instigate distributive, procedural and interactive fairness perceptions along the entire supply chain. By communicating on a real-time basis and accounting for user specific access levels, the proposed cloud-based IT system will provide better access to information pertaining to the products, whilst it is being processed by different elements within the supply chain. Through accurate and timely communication of this information, the information that was traditionally communicated only to the bigger and more powerful supply chain actors will be available to every supply chain actor irrespective of size or purchasing power. Though Enterprise Resource Planning systems are plentiful, this has not percolated the food supply chain sector, and the proposed system accounts for such a lack within the food supply chain management context. The implementation of the proposed system will not only improve storage and marketing of easily perishable fruits and vegetables but also effectively improve perception of fairness along the fresh food supply chain, thus contributing to effective supply chain relationships.

Students’ Reactions to Course Policy Decisions

Classroom management involves managing students’ requests for course policy changes. Instructors can adhere to the course policies or convey flexibility through making an exception for the student. The current study empirically examines students’ emotional reactions (hostility, guilt, and surprise) and fairness perceptions to course policy decisions. In Study 1 ( N = 162), students had negative emotional reactions, but increased procedural fairness perceptions, to policy adherence. Study 2 ( N = 341) examined the effects of the instructor’s interpersonal warmth and gender. Study 2 largely replicated the results of Study 1. Although the instructor’s gender had no effect, interpersonal warmth had a main effect on interactional fairness perceptions. Instructors can use policy adherence and interpersonal warmth to promote fairness perceptions.

Fairness perceptions of annual bonus payments: The effects of subjective performance measures and the achievement of bonus targets

This study investigates how the weight on subjective performance measures and the achievement of bonus targets affect managers’ distributive and procedural fairness perceptions of annual bonus contracts. We argue that the effect of subjectivity on fairness perceptions follows an inverted U-shaped relationship, consistent with the idea that subjectivity increases fairness perceptions when the overall emphasis on subjective measures is relatively low, but that subjectivity decreases fairness perceptions when the overall emphasis on subjective measures is relatively high. We further argue that managers use bonus targets as referent standards, whose achievement increases perceptions of distributive fairness, but not of procedural fairness. We use a time-ordered cross-sectional survey study design to separate the measurement of ex ante contract characteristics from the measurement of actual bonus payments and managers’ fairness perceptions, and we find empirical support for our hypotheses. Our study aims to reconcile some of the mixed findings on subjective performance evaluation and sheds new light on the relationship between target achievements and fairness perceptions.

Delayed feedback on tax audits affects compliance and fairness perceptions

In the present study we explore the conflicting finding that delayed feedback on tax audits apparently results in higher tax compliance, although delaying feedback is associated with lower perceptions of procedural fairness. In a repeated rounds design the timing of feedback (delayed vs. immediate) is investigated in combination with a reduction of wealth in some periods, presented either as a rather unfair intervention of the authorities, or due to a comparatively neutral manipulation. The results reveal a strong impact of timing of feedback on tax compliance: participants in conditions of delayed feedback show significantly higher compliance than those in conditions of immediate feedback. In addition, participants receiving delayed feedback are more likely to state that the probability of audit is high as well as that fines in case of detection are severe, but on the other hand perceive the timing of feedback and the authorities as more unfair. No main effect of the reason for the wealth reduction could be identified. The finding that the difference in compliance between delayed and immediate feedback on tax audits develops over time supports the assumption that in decisions based on experience the probabilities of rare events are underweighted, while in decisions based on descriptions people make choices as if they overweight probabilities of rare events.

To Bribe or Not to Bribe? Determinants in the Indian Context

In the present study, using a sample of 113 MBA students from a premier management institute in India, we examined the influences on the propensity to bribe. As hypothesized, the results of the logistic regression model indicated that individuals' perception of distributive injustice in their organization resulted in an increased propensity to bribe. Contrary to our hypothesis, individuals' perception of procedural fairness increased the probability of propensity to bribe. Additionally, the hypothesis that the propensity to bribe would increase when the financial benefits accrue to the individual rather than the organization and its members received marginal support. The results also showed that the propensity to bribe increased when the bribe‐giver had greater concern for the employees of the organization; and the propensity to bribe decreased when the bribe‐giver exhibited greater concern for customers. Finally, we discuss the implications of our study for research and practice.

Enhancing trust in the legal system through victims’ rights mechanisms

Understanding trust in the legal system has been an important step in comprehending compliance with judicial authorities. Trust results from both procedural aspects such as perceptions of procedural fairness and outcome elements, such as a just verdict. These procedural elements meet the criteria of the relational model of authority, asserting a need for interpersonal treatment and neutrality when assessing justice judgments. While a plethora of research exists, there generally remains less empirical evidence from the crime victim’s perspective. The current study identifies six victim rights mechanisms and examines the association between these variables and the impact of the process on the victim’s trust in the legal system. Results indicate that for Dutch victims of serious crime, victim impact statements are significantly associated with trust. Incarceration as a control variable was also strongly associated with the dependent variable. Assistance from victim support reached marginal significance, though the latter displayed an inverse relationship. Implications for policy are discussed.

Give Me Liberty and Give Me Control: Economic Freedom, Control Perceptions and the Paradox of Choice

We explore the relationship between individual control perceptions and the degree to which a country’s institutions and policies are consistent with the principles of economic freedom. Using data from the World Value Surveys and the Economic Freedom of the World (EFW) index, we find that people living in more economically free countries are more likely to perceive greater control over their lives. This effect is not diminishing at higher levels of economic freedom. One possible channel that explains this relationship is the perception of procedural fairness and social mobility. Decomposing the EFW index, we further find that limited government, sound money and regulatory freedom are all positively associated with control perceptions.

Factors Affecting Perceptions of Procedural Fairness of Downsizing: A Policy Capturing Approach

Subjects read 67 scenarios about downsizing events in which process improvements suggested by HRD researchers were manipulated, and then rated the degree to which the organization was acting in a fair manner. Factors or cues manipulated in scenarios based on HRD practices and literature included (a) whether the victims were given notice and explanation of the layoffs by management, (b) whether the company provided career training and outplacement assistance to victims, (c) whether the layoff decisions were performance-based or based on earnings, (d) whether the company was currently nonprofitable or downsizing because of decrease in profitability, (e) whether the company implemented other HRD strategies before considering downsizing, and (f) the size of the organization. Regression analyses found that a majority of subjects based fairness on (a) whether the downsizing decision was performance-based, (b) whether notice and explanation was given by management, and (c) whether the organization provided career counseling and outplacement assistance. Further, cluster analysis revealed three groups of subjects who utilized cues similarly. Between-group analyses found that levels of cognitive moral reasoning were related to the amount of variance explained by the cues overall and to the beta weights for several cues. Implications for the field of HRD are discussed.