Perceptions Of Fairness Research Articles

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.

The effect of collectivism-oriented human resource management on employee resilience of hospitality employees

IntroductionIn the face of an increasingly challenging and rapidly evolving business environment, not all the employees exhibit the requisite resilience necessary to recover from adversity. From both the individual and organizational perspectives, enhancing employee resilience emerges as a critical issue not only in the practical and academic fields. In the Chinese culture, this research aims to investigate how and why collectivism-oriented human resource management (C-HRM) fosters employee resilience. Drawing on the group engagement model, we propose a serial mediating effect of perceived overall fairness and three dimensions of social identity between C-HRM and employee resilience.MethodsUsing a sample of frontline employees in the hospitality industry, we conducted a field survey among 342 employees (study 1) and a two-wave online survey among 294 hospitality employees (study 2).ResultsFindings from empirical analysis indicated that C-HRM significantly increases overall fairness perception of hospitality frontline employees and in turn, their identification and respect, which further fertilize employee resilience. In addition, the indirect effect of C-HRM on employee resilience through perceived overall fairness and pride was not statistically significant.DiscussionThese important findings are expected to help employees cope with the workplace pressures caused by ongoing challenges and change, and contribute to sustainable career development.

The Impact of Artificial Intelligence Replacing Humans in Making Human Resource Management Decisions on Fairness: A Case of Resume Screening

A growing number of organizations have used artificial intelligence (AI) to make decisions to replace human resource (HR) workers; yet, the fairness perceptions of the people affected by the decision are still unclear. Given that an organization’s sustainability is significantly influenced by individuals’ perceptions of fairness, this study takes a resume-screening scenario as an example to explore the impact of AI replacing humans on applicants’ perceptions of fairness. This study adopts the method of the online scenario experiment and uses SPSS to analyze the experimental data: 189 and 214 people, respectively, participated in two online scenarios, with two independent variables of decision makers (AI and humans), two dependent variables of procedural and distributive fairness, and two moderating variables of outcome favorability and the expertise of AI. The results show that the applicants tend to view AI screening resumes as less fair than humans. Furthermore, moderating effects exist between the outcome favorability and the expertise of AI. This study reveals the impact of AI substituting for humans in decision-making on fairness. The proposed model can help organizations use AI to screen resumes more effectively. And future research can explore the collaboration between humans and AI to make human resource management decisions.

Perceived Impact of Performance Appraisal on Employee’s performance

This study explores the perceived impact of performance appraisal on employee performance at Vocation Investments and Securities, a leading financial services firm. Performance appraisal is a critical aspect of organizational management, aiming to assess and enhance employee performance. The study adopts a mixed-methods approach, combining quantitative surveys and qualitative interviews, to capture a comprehensive understanding of employee perceptions. Quantitative surveys are utilized to assess employees’ perceptions of various dimensions of the performance appraisal process, including fairness, transparency, feedback effectiveness, alignment with organizational goals, motivation, and job satisfaction. A structured questionnaire is administered to a representative sample of employees across different departments and levels within Vocation Investments and Securities. Statistical analyses, such as descriptive statistics, correlation analysis, and regression analysis, are employed to identify patterns, trends, and relationships in the data. Qualitative interviews are conducted to delve deeper into employees’ experiences and perspectives regarding performance appraisal. Semi-structured interviews are conducted with a subset of employees to explore themes such as perceptions of fairness, feedback delivery, alignment with organizational goals, and suggestions for improvement. Thematic analysis is employed to identify recurring patterns, themes, and insights emerging from the qualitative data. The findings from both quantitative surveys and qualitative interviews are integrated to provide a comprehensive understanding of employee perceptions of performance appraisal at Vocation Investments and Securities. The study aims to identify areas of strength and areas for improvement in the current performance appraisal process, offering actionable recommendations to enhance its effectiveness. By understanding and addressing employee perceptions, Vocation Investments and Securities can foster a culture of trust, engagement, and continuous improvement, ultimately driving employee performance and organizational success in the competitive financial services industry.

Harmony Unveiled: Sharia Law and Human Rights in Dubai's Justice

Utilizing a literature review as the primary method, this study delved into the navigation of tradition and modernity within Dubai's criminal justice system. The methodology entailed a comprehensive review of existing scholarly works, legal documents, and reports pertaining to the subject matter. The analysis synthesized insights from various sources to examine the system's integration of international human rights values and Sharia law principles. Additionally, it explored mechanisms for defending minority rights and assessed perceptions of the system's fairness and effectiveness among different segments of the population. Through this literature-based approach, key findings emerged. Firstly, the majority of sources indicated that the system effectively balances international human rights standards with Sharia law principles. Secondly, specialized courts and legal aid provisions were identified as mechanisms for safeguarding minority rights. Lastly, while the system was generally perceived as providing adequate protection, opportunities for improvement, such as enhancing access to justice for marginalized groups, were highlighted. In conclusion, the findings suggest that the Dubai criminal justice system has successfully negotiated tradition and modernity, offering valuable insights for other jurisdictions. Nonetheless, further research is warranted to evaluate the long-term implications of these findings and to refine strategies for ongoing enhancement in response to evolving societal demands.

The case of tenure and promotion: an examination of Title VII and minoritized faculty representation

ABSTRACT This quantitative study examines all discrimination lawsuits filed against institutions of higher education by faculty in the United States involving tenure and promotion throughout 1977–2022. Using institutional faculty gender and race data, we examine the association between Title VII tenure and promotion lawsuits and representation of minoritized faculty in academia. We find an association between institutions involved with a discrimination lawsuit and greater disparities for women and intersectional minoritized faculty. The results underscore that while gender remains an important variable for understanding the minoritized experiences of faculty in higher education, the perception of fairness is further skewed for individuals with an intersection of gender and race to their person. This study contributes to research examining tenure and promotion denial lawsuits to better understand the barriers of career progression for minoritized faculty in academia.

Rating accuracy, leniency, and rater perceptions when using the RPM and BARS

AbstractResearchers have argued that social‐comparative rating formats hold important psychometric advantages over traditional absolute ratings. We asked 152 participants to observe and assess the videotaped performance of individuals completing a task using a social‐comparative (Relative Percentile Method; RPM) and absolute rating (Behaviorally Anchored Rating Scale; BARS) formats. After collecting expert ratings on the same set of videos, we calculated accuracy indices and leniency. Additionally, we collected rater perceptions of accuracy and fairness for both formats. Our study revealed that the BARS was perceived as more accurate and fairer than the RPM. However, the RPM was found to be better at combating rater leniency. We discuss the implications of these findings.

First come, first served versus the draw: Perceived fairness in the new product purchase competition

AbstractAlthough new products are not inherently scarce, consumers often display competitive behavior, eagerly queuing up to be among the first to obtain them. To manage the distribution of such sought‐after items, retailers determine which consumers get the opportunity to make a purchase. The question of which selection method ensures fair treatment of individual customers and enhances purchase experiences for a new product remains unresolved. Results of three experiments revealed that those in an ordered selection discipline were likely to be more time‐sensitive and perceive it as fairer than those in the random selection discipline when purchasing a new product. The difference in perceived fairness between the ordered selection discipline and the random selection discipline was more substantial, when the new product was highly scarce, due to increased selection uncertainty. However, the reverse effect was found when consumers were not selected to purchase a new product. The ordered selection discipline was perceived as less fair than the random selection discipline. The findings provide valuable insights into how selection disciplines shape consumers' perceptions of fairness during the purchase of a new product.

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.

Examining the Role of HRM Practices in Fostering Employee Engagement Towards CSR Initiative.

This paper investigates the pivotal role of Human Resource Management (HRM) practices in fostering employee engagement towards Corporate Social Responsibility (CSR) initiatives within organizations. CSR has become a cornerstone of modern business strategy, acknowledging its significance in promoting sustainable practices and societal well-being. Employee engagement serves as a crucial link between CSR initiatives and organizational success, influencing attitudes, behaviors, and commitment levels among employees. Drawing upon existing literature and empirical evidence, this research provides insights into how HRM practices can effectively nurture and sustain employee engagement towards CSR, thereby contributing to enhanced organizational performance and social impact. [1] Theoretical frameworks such as Social Exchange Theory and Psychological Contract Theory are utilized to understand the mechanisms through which HRM practices shape employee attitudes and behaviors towards CSR. Social Exchange Theory elucidates how HRM practices serve as indicators of organizational support and commitment, fostering reciprocity and engagement among employees towards CSR goals. Psychological Contract Theory highlights the role of HRM practices in shaping the implicit expectations and obligations between employees and organizations, influencing perceptions of trust, fairness, and mutual respect, which in turn drive engagement towards CSR. [2] The paper explores key HRM practices that play a vital role in fostering employee engagement towards CSR initiatives, including recruitment and selection, training and development, performance management, and rewards and incentives. It discusses how organizations can integrate CSR considerations into these practices to create an enabling environment that motivates and empowers employees to actively participate in CSR efforts. Furthermore, implications for HRM practice are outlined, emphasizing the need for strategic alignment between HRM and CSR objectives, leveraging technology and communication channels to enhance employee engagement, and fostering a culture of transparency and accountability. DOI: https://doi.org/10.52783/tjjpt.v45.i02.6106

Workplace bullying and employee silence: the role of affect-based trust and climate for conflict management

Purpose A workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship. Design/methodology/approach Hypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment. Findings Results revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies. Originality/value This study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.

Assessment of Employee Well-Being on Organisational Effectiveness & Productivity: A Literature Review

This paper examines the various and complex aspects of employee well-being, including global and individual perspectives. The study examines the pivotal role of leadership, organizational culture, job satisfaction, job quality, age and gender dynamics, and family-friendly practices in shaping employee well-being. Through a synthesis of existing research, key findings emerge, highlighting the significance of engaged leadership in promoting employee performance and well-being. Additionally, the impact of organizational justice and supportive work environments on employee perceptions of fairness and well-being is discussed. Furthermore, the relationship between job satisfaction, job quality, and employee well-being is explored, emphasizing the importance of addressing diverse employee needs. The study also delves into age and gender differences in well-being, as well as the influence of family-friendly practices on reducing work-life conflict. Overall, this literature review provides valuable insights for organizations seeking to prioritize employee well-being as a strategic imperative in today's dynamic business landscape, ultimately contributing to enhanced organizational performance and success.

Exploring the stability of the gender gap in faculty perceptions of gender climate at a rural regional university.

Increasing awareness of gender barriers and biases in academic institutions is an essential component of institutional change strategies to promote equity and inclusion. There is an established perception gap in recognizing gender inequities in the workplace, whereby men faculty under acknowledge the stressors, barriers, and biases faced by their women faculty colleagues. This study explored the gender gap in faculty perceptions of institutional diversity climate at a rural comprehensive regional university in the United States. In addition to gender, differences across academic discipline and time were explored using 2 (men and women) x 2 (STEM and other) x 2 (2017 and 2022) between-groups ANOVAs. Results revealed a gender gap that persisted across time and perceptions of stressors, diversity climate, student behavior, leadership, and fairness in promotion/tenure procedures, with marginalized (women) faculty consistently reporting greater barriers/concern for women faculty relative to the perceptions of their men faculty colleagues. These findings are largely consistent with the extant literature and are discussed both with regard to future research directions and recommendations for reducing the perception gap and addressing institutional barriers to gender equity.

Tax Knowledge, Trust in Government, and Voluntary Tax Compliance: Insights From an Emerging Economy

This paper examines whether tax knowledge, tax fairness and trust affect voluntary tax compliance among small and medium enterprises (SMEs). Given the growing budget deficits and debt levels of developing economies, we contend that an understanding of the factors associated with voluntary tax compliance among SMEs could enhance tax revenue mobilization. Although the majority of businesses are SMEs, questions about their tax compliance have become topical among stakeholders due to perceived low levels of compliance, hence, an investigation into the factors underlying their tax compliance behavior is critical for stakeholders, particularly governments and tax authorities. We used a survey-based approach to sample 341 SMEs operating within Ghana’s oil city of Secondi-Takoradi. We employed the structural equation modeling (SEM) technique to analyze the retrieved data. Generally, our empirical results indicate that social factors and behavioral motivations are key determinants of voluntary tax compliance among SMEs in Ghana. Specifically, our results suggest that SMEs’ perception of tax fairness, knowledge about the tax system, and trust in government are significant predictors of voluntary tax compliance. Additionally, we find a significant mediating role of tax fairness in the relationship between tax knowledge and voluntary tax compliance. As governments seek to raise tax revenues and manage public debt, our results provide important insights into social and behavioral factors that could aid in enhancing tax compliance.

Perceived distributive fairness and public acceptance of a policy mandating on-site wastewater treatment and reuse

Throughout the world, climate change, rapid population growth, and urbanisation raise the need for reducing freshwater consumption. One solution are on-site systems that treat wastewater for non-potable reuse near its source of generation, for example within a building. Policies mandating their installation can effectively increase installation rates and have been implemented in several cities. Yet, such policies have the potential to impair distributive fairness in society and therefore also policy acceptance, because usually they cover only part of the population, which then has to carry most costs and risks. On the example of Bengaluru, India, where such a policy exists, this online study (N=350) analysed whether policy acceptance can be explained by the perceived policy outcome for different groups of society (i.e. the distribution of the policy’s costs, risks, and benefits among these groups), and whether this relation is mediated by perceived fairness. We further investigated whether these relations differed between participants covered and those not covered by the policy, since being personally affected may influence perceptions. Specifically, the outcomes for the following six groups were included: 1) participants themselves, 2) people covered by the policy, 3) people with a low income who are covered by the policy, 4) people vulnerable to water insecurity who are covered by the policy, 5) all inhabitants of Bengaluru taken together, and 6) the environment and future generations. A moderated mediation analysis showed that higher acceptance of the policy was explained by a higher perceived fairness, which, in turn, was explained by a better perceived outcome of the policy for different groups of society. Covered and non-covered participants differed with regard to which groups of society they considered for evaluating fairness. While a better perceived outcome for residents covered by the policy (compared with the outcome for those not covered) explained perceived fairness among all participants, it explained acceptance only among participants not covered by the policy. Further, and only among participants covered by the policy, perceived fairness was additionally explained by better perceived outcomes for the environment and future generations, which also explained higher acceptance among covered participants. It is discussed whether in the specific context, collective considerations may be more relevant than self-centred considerations to the perception of fairness and acceptance of the policy.

A value to voice? An examination of auditor upward feedback

Purpose In this paper, the authors examine auditor upward feedback, which provides a unique opportunity for staff auditors to exercise their voice within an audit firm. Upward feedback can improve employee perceptions of fairness and justice while mitigating feelings of burnout and turnover intentions, thus enhancing audit quality. However, it is unclear which circumstances improve the likelihood that auditors will use their voice and give feedback to superiors. The purpose of this study is to investigate contextual factors that impact the likelihood that auditors will provide upward feedback. Design/methodology/approach Using a 2 × 2 + 2 experiment with staff auditors, the authors test the likelihood of giving feedback when presented with different feedback systems (electronic anonymous, face-to-face or no opportunity) and experiences with managers (favorable or unfavorable). Findings The authors find that, while feedback type alone does not change the likelihood of auditors providing upward feedback, auditors are more likely to provide feedback after a favorable manager experience than an unfavorable one. The likelihood of providing feedback after an unfavorable experience is higher, however, when the feedback type is electronic and anonymous as opposed to face-to-face. Additional analyses illustrate strong relationships between manager experience, feedback type and procedural justice, which significantly influence the turnover intentions of staff auditors. Originality/value To the best of the authors’ knowledge, the authors are the first to examine the value of subordinates’ upward feedback on firm outcomes, including burnout and turnover intention.

Automation anxiety, fairness perceptions, and redistribution: Past experiences condition the response to future job loss

Do beliefs about fairness interact with past experiences of labor market shocks to condition redistributive preferences? In a large-scale survey experiment, we investigate the effect of informing individuals that growth in automation could disrupt labor markets in ways that are (possibly) viewed as unfair. We then exploit the COVID-19-induced labor market shock to test for an interaction between treatments and shock exposure. We find that beliefs interact with shock exposure to increase redistributive preferences and commitments to donate potential prize winnings. Our findings suggest this may be motivated by respondents' concerns about their vulnerability to future labor market shocks.

A multi-country mixed-method study identifying the association between perceived ethical work climate and problems among critical care nurses

BackgroundGiven the grave ethical tension and dilemmas posed continuously which are aggravated in the intensive care unit context and its related caregiving provision, combined with their impact on critical care nurses’ job satisfaction and work-related risks, exploring and analyzing these tensions and conflicts is crucial. This study was conducted to examine the relationship between perceived ethical work climate and problems among critical care nurses in addition to exploring their perspectives on the ethical work climates while caring for patients with infectious diseases.Design and methodA mixed-method research design was used to conduct this study among 635 participants, comprising 170 from Egypt, 144 from Jordan, 161 from Saudi Arabia, and 160 from the United Arab Emirates. Online or paper-based survey forms were distributed to all eligible critical care nurses who agreed to take part in the study. The survey contained both quantitative and qualitative data that were analyzed separately and integrated during the discussion. The study was reported following the STROBE guidelines.FindingsThe overall ethical work climate was fairly good and was significantly associated with ICU nurses’ personal and professional characteristics. The findings also identified three main themes: (1) an ethical sense of failure, (2) environmental condemnation, and (3) an instant action plan for resolving ethical conflicts.ConclusionsICU nurses perceived that ICU ethical climate was fairly good. The results indicated that ICU nurses generally had a relatively fair perception of the ethical work climate, with implications for addressing ethical issues and conflicts in various settings.ImpactMentorship and/or close supervision concerning ethical resilience, consultation, and decision-making is crucial in the ICU milieu. Metacognitive strategies to reinforce problem-solving and decision-making ICU nurses’ skills could help them overcome the different ethical challenges. Adequate resources, teamwork, and organizational support are promising tactics to improve ICU nurses’ ethical skills.Trial registrationNot applicable.

Cognizance and perception of physiotherapy intervention in attention-deficit/hyperactivity disorder amongst clinical physiotherapy students in tertiary institution, Nigeria

BackgroundThis study examines the cognizance and perception of physiotherapy intervention in ADHD amongst clinical physiotherapy students in a tertiary institution and, also, determines the relationship of the study variables on the socio-demographic characteristics.MethodsThis study is a cross-sectional survey and employed a convenient sampling technique to recruit 137 respondents. A cognizance and perception questionnaire was used as the survey instrument to obtain data. Descriptive statistics of frequency, mean, and standard deviation were used to analyse the socio-demographic characteristics. Spearman rank correlation was used to analyse the relationship amongst the variables of cognizance of attention-deficit/hyperactivity disorder (COG-ADHD), perception of attention-deficit/hyperactivity disorder (PERCEP-ADHD), cognizance of physiotherapy intervention (COG-PT_ITV), and perception of physiotherapy intervention (PERCEP-PT_ITV). The Mann-Whitney U test was used to test the influence of socio-demographic characteristics of age and the level of study on the cognizance and perception of ADHD. Variables having a p-value < 0.05 were considered statistically significant.ResultThe majority of the respondents (63.5%) had high cognizance of physiotherapy intervention for ADHD, while the majority of the respondents (60.6%) had a fair perception of physiotherapy intervention for ADHD. A significant proportion of respondents (26.3%) had no source of information on ADHD before the study. Cognizance of ADHD significantly correlated with perception of ADHD, ADHD, perception of physiotherapy intervention in ADHD, and cognizance of physiotherapy intervention in ADHD. There were significant positive correlations between gender and cognizance of physiotherapy intervention in ADHD and between the level of study and perception of ADHD.ConclusionRespondent’s perception of physiotherapy intervention in ADHD was relatively low; in contrast, their cognizance was relatively satisfactory. Strengthening their cognizance and perception is paramount.

Fairness perceptions mediate the relationship between income comparisons and subjective well-being: evidence from Türkiye

ABSTRACT In this article, we explore to what extent fairness perceptions mediate the relationship between income comparisons and subjective well-being. Using data of 1100 Turkish respondents collected amid the Turkish economic crisis, we find that people who attach more importance to income comparisons with others report lower subjective well-being levels. Mediation models indicate that fairness perceptions and negative affect fully mediate the relationship between these income comparisons and subjective well-being.