Perceptions Of Distributive Justice Research Articles

Exploring the influence of job demands and resources on organisational justice views in a sample of correctional staff

AbstractThis study examined the influence of job demands (role ambiguity, role conflict, role overload and dangerousness) and job resources (job variety, supervisor structure and training views) on employee perceptions of procedural justice, general perceptions of distributive justice, and specific perceptions of distributive justice. Using a sample of 160 employees at a high‐security prison, the regression analyses found that only demands of role conflict was inversely correlated with procedural justice and both distributive justice measures. Role ambiguity was inversely related to procedural but was not related to either dimension of distributive justice. Furthermore, dangerousness was inversely associated with distributive justice (both general and specific), but it was not correlated with procedural justice. Among the job resources, job variety was positively associated with procedural and both distributive justice measures. Supervisor structure was predictive of procedural but not distributive justice. Role overload, and training views had non‐significant relationships with all the justice measures.

Support for vigilantism in cyberspace: exploring procedural justice, distributive justice, and legal legitimacy

ABSTRACT Vigilantism, harmful acts conducted in response to social deviance and criminal activities, are increasingly happening in cyberspace. These cyber acts often have detrimental effects, and efforts at prosecution attempts can be unsuccessful, difficult, or nearly impossible. An understanding of support for cyber vigilantism can help deter activity and mitigate some of the associated harms. The paper, using US-based survey data, tests whether public perceptions of distributive and procedural justice, via perceived legitimacy of the criminal justice system, are associated with support for cyber vigilantism. The findings provide support for the process-based model of legitimacy. Procedural justice is mediated by legitimacy in its influence on support. Distributive justice, however, has a strong direct association with cyber vigilantism support. The paper discusses the implications of the findings for the field of cyber vigilantism.

Justice Fosters the Effect of Team-Building Interventions on Viability and Performance

Building viable teams provides a sustainable organizational culture and supports efforts to overcome challenges and maintain a long-lasting and growing business. This study analyzed the role of organizational distributive justice on the relationship between team-building interventions and team viability, alongside team performance. As we understand the underlying concepts of viability and performance better, we can build more resilient teams. An empirical study was conducted on a sample of 402 employees in different teams in organizations. A research model was built with viability and performance as the dependent variables and team-building as the independent variable. The perception of distributive justice was the mediator. Team-building was measured by four variables, where the results of the factor analysis suggested that problem-solving and interpersonal relationships converged into one variable, whereas goal-setting and role clarification represented the second factor of team-building. Regression and mediation analysis showed that problem-solving and interpersonal relationships had a stronger influence on teams’ viability and performance. More remarkably, distributive justice mediated this strong relationship. Throughout the challenging business environment, improving the problem-solving abilities of our teams and encouraging them to build strong interpersonal relationships integrated with a perception of justice would improve the teams’ sustainability significantly. Independent of the strength of the relationship between the team-building factors of viability and performance, organizational distributive justice fosters performance and sustainability. The observed influence of distributive justice was stronger on the goal-setting and role clarification components, whereas direct effects were relatively weaker. The high correlation between team viability and performance should encourage leaders to give equal importance to these concepts when building and motivating their teams, measuring the outcomes, and taking necessary actions.

Organizational identification and burnout syndrome in healthcare workers: The mediating effect of organizational justice.

Healthcare workers typically perform their work under adverse conditions, increasing their susceptibility to developing burnout syndrome (BO). The paucity of research on the relationship between organizational identification (OI) and perceptions of organizational justice has created the need to address this topic more deeply. This study aimed to assess the relationship between OI and BO, identifying whether perceptions of organizational justice act as mediating variables. In total, 402 healthcare workers (physicians, professionals, and nursing assistants) completed Colquitt's (2001) Organizational Justice Scale, Mael and Ashforth's (1992) Organizational Identification Scale, and Maslach's (1986) Burnout Inventory. Two competing structural equation models were evaluated. Our partial mediation model showed that the direct relationship between OI and BO was not significant (β= -0.16; p = 0.07). Therefore, a total mediation model was selected, showing that the indirect effects of OI on BO through perceptions of distributive justice (β= -0.16; p = 0.00) and interpersonal justice (β= -0.11; p = 0.02) were significant. Adjusting the processes of health institutions considering a vision of organizational justice and increasing the worker's sense of belonging to his or her organization and his or her work team would, in turn, result in a lower probability of experiencing burnout syndrome.

Role of downward versus upward social comparison in service recovery: Testing a mediated moderation model with two empirical studies

This paper extends prior research into the role of social comparison in service recovery by investigating the role of both downward and upward social comparison. Social comparison theory and attribution theory are applied to explore the differences in how upward and downward inter-customer comparison affects post-recovery satisfaction and word-of-mouth intentions. The mediating role of distributive justice perceptions and the moderating effects of the attribution of inter-customer differences in service recovery and customers’ justice sensitivity are also examined. Two online scenario-based experimental studies show that downward social comparison leads to greater satisfaction and lower negative word-of-mouth intentions. In addition, distributive justice mediates the relationship. Finally, attribution of difference in inter-customer influence and individual-level justice sensitivity moderate these effects. Besides its conceptual contributions, the findings from this paper may help managers design more effective service recovery strategies.

Satisfaction

This article aims to determine the extent to which job satisfaction and justice at work influence the turnover intention of public transport workers. The power of job satisfaction and justice to predict the turnover intention was studied in employees of a public transportation company in Corumbá, Brazil, and measured using the following validated instruments: Scale of Job Satisfaction, Scale of Perception of Distributive Justice, Scale of Perception of Procedural Justice and Turnover Intention Scale. The article reports a quantitative descriptive study that uses the survey technique. The data was analyzed using descriptive statistics and measures of central tendency. Participants were found to be more satisfied with their colleagues, their boss and the nature of the work, and less satisfied with salaries and promotions. In terms of turnover intention, the survey showed an average result. The data on justice at work showed that distributive justice was perceived more positively than procedural justice. Correlation analysis revealed that job satisfaction and justice were significantly correlated with turnover intention. These results indicate that employees’ intention to leave the company where they work decreases as job satisfaction and the perception of justice at work increase.

The influence of perceived organizational exploitation on frontline hospitality employees’ workplace deviance: an organizational justice perspective

PurposeDrawing on organizational justice theory, this study aims to investigate how perceived organizational exploitation induces frontline hospitality employees’ organizational and interpersonal deviance. Specifically, this study explored the mediating effect of distributive and procedural justice, as well as the moderating effect of justice sensitivity.Design/methodology/approachThe focal research analyzed multiphase survey data from 267 frontline service employees with structural equation modeling.FindingsThe results revealed that perceived organizational exploitation induced frontline hospitality employees’ organizational and interpersonal deviance through their perceptions of distributive and procedural justice. Moreover, employees’ justice sensitivity amplified perceived organizational exploitation’s harmful impact on justice perceptions and its conditional influence on organizational and interpersonal deviance.Practical implicationsOrganizations should take actions to reduce the occurrence of exploitation to prevent employees’ workplace deviance behaviors. Moreover, organizations can foster employees’ justice perceptions and take care of employees with strong justice sensitivity to reduce the destructive behaviors triggered by organizational exploitation.Originality/valueBy investigating frontline employees’ workplace deviant behaviors, this research identifies new outcomes of exploitation by hospitality organizations. Moreover, the research contributes by offering a justice-based perspective to understand the effects of perceived organizational exploitation. Furthermore, this research helps identify a new boundary condition of being exploited by organizations.

Body-worn camera videos and public perceptions of police: an experiment on positive video exposure and community-police relations

ABSTRACT Objective Explore whether exposure to positive BWC videos – particularly, acts of heroism – affects public perceptions of police while accounting for existing trust in police. Method An online vignette-style experiment was conducted in which participants’ (N = 407; age = 41.94 [s = 12.74]; 51% women, 80% White) existing trust in police was measured before random assignment to either view a short series of positive BWC videos or not. All participants then read a vignette describing a traffic stop. Participants reported their perceptions of procedural and distributive justice as well as perceptions of police more generally. Results Participants with higher existing trust in police reported more positive evaluations across all outcomes measured. Exposure to positive BWC videos only increased reported willingness to cooperate with police. However, trust in police and exposure to BWC videos produced an interaction effect: when participants’ existing trust in police was low, viewing positive BWC videos improved evaluations of officer respect and procedural justice as well as willingness to cooperate with police. Participants with low trust in police who viewed the positive videos became more similar to participants with high existing trust in police. Conclusion The findings indicate that exposure to positive BWC videos can moderate the negative effect of low trust in police. In an applied sense, the results suggest that police-community relations may be enhanced by circulating videos that depict acts of police heroism when such events have occurred and are captured on film.

Relationship between gender equality, employees‘ perception of distributive justice and wellbeing in EU: The effect of gender and management position

We aim to evaluate relationships between gender equality, perceived distributive justice and wellbeing in the European Union (the EU). Further, this study includes an analysis of the moderating effects of gender and management position on the gender equality-distributive justice and distributive justice-wellbeing relationships. European Social Survey (ESS) Round 9 (2018/19) data file edition 3.1 was used for data analysis. Using probability sampling, ESS Round 9 data were collected in 27 European countries through computer-assisted personal (face-to-face) interviewing. The sample of this study consisted of 20 013 respondents (49.3% female) aged 18 and older (mean age – 44.8 years, std. dev. – 12.365) from 23 European Union countries. Results showed that a higher level of gender equality at work was related to higher employees’ satisfaction with life. Perceived job opportunities mediated the relationship between gender equality at work and employees’ satisfaction with life. Employees’ gender and management position moderated the relationship between perceived job opportunities and satisfaction with life. However, neither employees’ gender nor management position moderated the relationship between gender equality at work and perceived job opportunities.

Emotional Exhaustion and Turnover Intentions among Counselors in Rural Substance Use Disorder Treatment Programs

Counselor turnover is a serious problem for substance use disorder (SUD) treatment programs, especially in rural areas. This study examined the relationship between workload, workplace environment, and emotional exhaustion on turnover intentions among SUD treatment counselors in rural Pennsylvania. An online, anonymous survey was administered to rural SUD treatment counselors in Pennsylvania between October and December 2020. Completed surveys from 206 counselors were used for analysis. Variables included multi-dimensional measures of emotional exhaustion, intention to quit, workload, and workplace environment. Results showed age, perceptions of distributive justice, and management communication to be inversely related to emotional exhaustion and intention to quit. A subsequent analysis showed that the direct effects of these variables on intention to quit were reduced with the inclusion of emotional exhaustion in modeling, suggesting a potential mediation effect. Findings indicated that higher levels of emotional exhaustion were directly related to a greater intention to quit. A statistically significant indirect relationship was also found for distributive justice on intention to quit through emotional exhaustion, indicating a significant mediating effect. While counseling is a stressful occupation with high potential for burnout, these results show that organizations can adopt practices that help lower emotional exhaustion and turnover intentions for their counselors which could improve retention in the SUD treatment field. This is especially important for rural areas, where there is a high demand for SUD services and not enough treatment workers to meet that demand.

Investigating the influence of perceived organizational justice on counterproductive work behaviours: mediating role of negative emotions

PurposeUsing the theoretical lens of appraisal theory, this research aims to investigate the interrelationship between employees' organizational justice perceptions and counterproductive work behaviours (CWBs) through the mediation of negative emotions.Design/methodology/approachTo this end, a sample comprised of 207 banking sector employees of Pakistan was utilized to test hypothesized relationships. The collected data were analyzed through the partial least structural equation modelling technique.FindingsResults show that counterwork behaviours are influenced by distributive and procedural justice perceptions. The mediating effects of negative emotions were also statistically significant between procedural, interpersonal and informational justice perceptions and counterwork behaviours. No gender differences were found between distributive, interpersonal and informational justice perceptions and counterwork behaviours. However, the authors found that procedural justice perceptions of female employees are strongly related to CWBs as compared to male employees.Originality/valueThis research contributes to the existing organizational behaviour literature by empirically testing the hypothesized relationships using the theoretical lens of appraisal theory with advanced quantitative data analysis techniques.

I Deserve That Deal! Effects of New Customer Exclusive Promotions on Existing Service Customers

Given the inherent profitability in retaining existing customers over recruiting new ones, this research examines negative consequences of exclusive promotions used to recruit new customers to a service organization. It explores existing, loyal customer perceptions of the distributive justice of such promotions and their subsequent behavior toward the organization. Findings suggest that receiving a similar or better offer may increase feelings of distributive justice among existing customers for a new customer promotion. Further, higher loyalty increased feelings of distributive justice. Negative perceptions of distributive justice regarding the exclusive offer drive customer alienation and entitlement, which can then lead to negative relational behavior from existing customers such as lower repurchase intentions, intent to switch service providers, and complaint behavior.

Authorship Climate: A New Tool for Studying Ethical Issues in Authorship

Authorship of academic publications is central to scientists’ careers, but decisions about how to include and order authors on publications are often fraught with difficult ethical issues. To better understand scholars’ experiences with authorship, we developed a novel concept, authorship climate, which assesses perceptions of the procedural, informational, and distributive justice associated with authorship decisions. We conducted a representative survey of more than 3,000 doctoral students, postdoctoral researchers, and assistant professors from a stratified random sample of U.S. biology, economics, physics, and psychology departments. We found that individuals who tend to have more power on science teams (e.g., assistant professors and lead authors) perceived authorship climate to be more positive than those who tend to have less power (e.g., graduate students and non-lead authors). Alphabetical approaches for assigning authorship were associated with higher perceptions of procedural justice (i.e., perceptions of fairness and voice in processes and procedures) and informational justice (i.e., the extent to which individuals feel that information is justified and communicated honestly) but lower perceptions of distributive justice (i.e., perceptions of fairness in the outcomes of decisions). Individuals with more marginalized identities also tended to perceive authorship climate more negatively than those with no marginalized identities. These results illustrate how the concept of authorship climate can facilitate enhanced understanding of early-career scholars’ authorship experiences, and they highlight potential steps that can be taken to promote more positive authorship experiences for scholars of all identities.

When Jesus Met Equity Theory: Christianity, Distributive Justice Perception, and Job Satisfaction

When Jesus Met Equity Theory: Christianity, Distributive Justice Perception, and Job Satisfaction

Organizational Justice Perceptions of Inclusive Talent Management Practices on Employee Work Effort

Multiple studies have evaluated the individual and organization-level outcomes of talent management but have largely neglected the outcomes for those not selected for inclusion. Latent moderated structural equation modeling was used to assess a theoretical model that hypothesized a moderated mediation effect of organizational justice on the relationship between inclusive talent management practices and work effort. As hypothesized, more inclusive talent management practices led to increased perceptions of distributive justice. Distributive justice was found to mediate the relationship between inclusive talent management practices and work effort. Procedural justice was found to moderate the relationship between distributive justice and work effort such that distributive justice had a greater effect on work effort when perceptions of procedural justice were low.

Social Context of Performance Appraisals in Public Parks and Recreation: A Statewide Study

Well-designed performance appraisals provide a formal evaluation system to measure employees’ contributions to the agency while motivating staff and enhancing productivity levels. Despite their prominence and popularity, performance appraisal systems are often a contentious activity within public park and recreation agencies. Appraisal literature has indicated that many of these frustrations stem from issues such as (1) criteria that is not job related, (2) unclear or confusing rating levels, and/or (3) poorly designed processes and inconsistent implementation techniques. Recent research has also suggested many of these issues might be linked to the social dimensions surrounding the appraisal system. The purpose of this study was to build upon the previous appraisal research in public parks and recreation by exploring the role of two process proximal social context factors (employee participation and supervisor trust) on the utility of the appraisal system. More specifically, the cumulative effects of employee participation at various stages (job analysis, instrument development, appraisal interview, and training related to the appraisal system) and employees’ perceptions of their supervisor on employees’ reactions to their agency’s appraisal system were examined. Analyses indicated supervisor trust and employee participation significantly contributed to public park and recreation professionals’ satisfaction with their appraisal system, satisfaction with their appraisal interview, and their procedural and distributive justice perceptions with their appraisal system. Study findings and implications for management are discussed.

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.

Retention and turnover of staff undertaking degree studies: insights and evidence from South Africa

PurposeSocial exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that more innovative individuals, who are particularly important to organisations, may be more likely to change jobs. The purpose of this study is to test how the innovativeness of an individual differs in its contribution to retention when subjected to different mediating and moderating influences indicated in the literature, for a cohort of employees that are undertaking degree studies while working.Design/methodology/approachTo test theory that suggests certain implications for employee turnover, the part-time studies unit of a large South African university offering degree studies by evening classes was sampled, yielding 323 useable responses, with a response rate of about 30%. Structural equation modelling (SEM) is used to test a theoretical model predicting certain mediating and moderating influences on the relationship between individual innovativeness and turnover intentions.FindingsIndividuals with higher innovativeness self-report higher turnover intentions, which seem to be reduced by the mediating effects of perceived supervisor support and job satisfaction. Perceptions of distributive justice and core self-evaluations, which may be associated with an individual's evaluation of the social exchange relationship, are found to directly enable retention.Originality/valueA model of moderation and mediation relationships between employee innovativeness and turnover intentions is derived from the literature and tested, offering novel insights into how to retain valuable staff in this context.

Can't buy me acceptance? Financial benefits for wind energy projects in Germany

Local opposition to wind energy projects in Europe and North America is growing. This often causes project delays or even failure. Financial benefits may be one way to counteract a lack of community support. This analysis seeks to explain how discounted electricity, payments to the municipality, and payments for social purposes shift the acceptance of communities about a local wind energy project. A choice-based conjoint analysis among 811 German citizens showed that financial benefits increase citizens’ acceptance of a hypothetical wind energy project in the close vicinity of their homes. Proponents and the large group of citizens with rather weak preferences for local wind energy projects appreciate all tested benefits. In contrast, benefits cannot win over the small group of opponents. The study provides evidence that benefits do not ensure the perception of fair distributive justice, even for citizens with weak preferences. The findings inform current policies that introduce benefit schemes for wind energy projects to foster community acceptance and win over majority support for projects.

Inclusive, supportive, and fair workplaces for all: workplace satisfaction of low-skilled migrant workers

An increasing volume of research has examined issues related to working abroad, but studies focusing on low-skilled migrant workers are lagging. Relying on intercultural interaction and social exchange views as overarching frames, we examined determinants of low-skilled immigrant workers’ workplace satisfaction. With a sample of 640 migrant workers from eight countries, we specifically examined and compared the effects of cultural and workplace factors. Results showed that intercultural negativity factors such as intercultural rejection sensitivity and intercultural interaction difficulty reduced the workplace satisfaction of low-skilled migrant workers, while social exchange factors such as supervisory support and distributive justice perception boosted their workplace satisfaction. We further found that workplace factors showed significantly stronger effects than cultural factors on their workplace satisfaction. Finally, we examined interaction effects between cultural and workplace factors, and found that the positive effect of supervisory support was greater for those who perceived more cultural difficulty than for those perceiving less cultural difficulty. Theoretical and practical implications are included.