Perceptions Of Fairness Research Articles

Inclusive or Divisive Choices? Education Policy Preferences in the Bilingual Education System of Estonia

ABSTRACT This article investigates educational preferences in the bilingual education system that reinforce the salience of both socio-economic and socio-cultural issues. We ask, first, how many distinct groups of educational preferences exist and whether these differ by ethnic nationality. Second, we investigate the extent to which economic self-interest vs values-driven logic of preference formations explain educational preferences and whether these determinants differ by ethnic nationality. We rely on individual-level survey data and run Latent Class Analysis and multivariate regression. We find three distinctive classes of educational preferences and that relatively high popular demand for private provision and parental choice co-exist alongside respect for comprehensive schooling in Estonia. These classes differ slightly by ethnic nationality – Russians show relatively more support for inclusive choice, while Estonians show greater support for public comprehensive schooling, with only weak socioeconomic and political party influences. The only clear explanation for different latent-class belonging is values, i.e., belief in meritocracy and the fairness perception of educational inequality; somewhat surprisingly, the marginal effects of these do not differ by ethnic nationality.

Employee Perceptions of Fairness in Resource Distribution within Large Corporations

Employee perceptions of fairness in resource distribution play a crucial role in shaping workplace attitudes and behaviors. Understanding these perceptions is vital for enhancing employee satisfaction and overall organizational effectiveness. This study aims to explore the qualitative dimensions of fairness as perceived by employees within large corporations, focusing on how resources such as bonuses, promotions, and training opportunities are allocated. A qualitative research design was employed, utilizing semi-structured interviews to collect data from 22 employees across various departments within large corporations. The interview protocol was designed to investigate the depth of employees' perceptions regarding the fairness of resource distribution. Theoretical saturation was achieved, ensuring a comprehensive exploration of the topic. Data were analyzed using thematic analysis to identify patterns and themes. The analysis revealed three main themes: Transparency, Equity, and Employee Satisfaction. Transparency included categories such as Communication of Decisions, Criteria for Allocation, and Access to Information. Equity was delineated into Equal Opportunities, Recognition and Rewards, Diversity and Inclusion, and Needs-Based Allocation. Employee Satisfaction comprised Perceived Fairness, Impact on Performance, Feedback Mechanisms, Professional Growth, and Workplace Atmosphere, each influencing employees' perceptions of organizational fairness and their personal and professional well-being. The study underscores the importance of transparency and equity in resource distribution processes within large corporations. Ensuring clear communication, equitable practices, and a focus on employee satisfaction can significantly enhance perceptions of fairness and, by extension, foster a more committed and productive workforce. These findings suggest that organizations should prioritize fair and transparent resource distribution strategies to improve employee relations and organizational outcomes.

Equalitarianism and wealth in China: Changes in perceptions of fairness

Equalitarianism and wealth in China: Changes in perceptions of fairness

Predictors of fairness assessment for social media screening in employee selection

PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices.

Fairness Perceptions and Expectations in Agriculture: Lessons from the Case of Dicamba

Fairness Perceptions and Expectations in Agriculture: Lessons from the Case of Dicamba

Perceived Fairness and Consequences of Affirmative Action Policies

Debates about affirmative action often revolve around fairness. Accordingly, we document substantial heterogeneity in the fairness perception of various affirmative action policies. But do these differences translate into different consequences? In a laboratory experiment, we study three different quota rules that favor individuals whose performance is low, either due to bad luck (discrimination), low productivity, or choice of a short working time. Higher fairness perceptions coincide with a higher willingness to compete and less retaliation against winners. No policy harms overall efficiency or post-competition teamwork. Furthermore, individuals seem to internalize the normbehind the policies that are perceived as fairest.

Conservation payments and perceptions of equity: Experimental evidence from Indonesia, Peru, and Tanzania

While monetary incentives may be a promising tool for encouraging tropical forest conservation in order to reduce greenhouse gas emissions, the equity implications of such incentives are drawing scrutiny. Furthermore, little is known about how program design shapes perceptions of fairness and equity among program participants, and it remains unclear whether devolving the decision power over the distribution of payments to local leaders helps or harms local perceptions of equity. We implemented a ‘lab-in-the-field’ experiment with 448 participants in rural villages in Indonesia, Peru, and Tanzania, framed around two versions of a collective payments for ecosystem services (PES) program. Participants perceived the program as less equitable when the collective payment was distributed according to the discretion of a locally chosen leader, compared to when the payment was distributed perfectly equally by design. The negative effect is only seen among participants who were given a low share of the payment, which suggests that it is not the involvement of a leader per se that leads to lower perceptions of equity, but the inegalitarian distribution of the payment that sometimes occurs when a leader has the discretion to choose how the payment is distributed. The results highlight the importance of designing conservation incentive programs that give opportunities for local involvement while still encouraging equitable local decisions.

An investigation on fairness perception for grid tariff models: Evidence from Denmark

The grid tariff design has become an important issue for green transition and has been understudied. Depending on how costs are allocated to end-users, different network pricing models can have an influence on the success of the green transition. Consumer perceptions of the fairness of varying tariff models are of great importance to policymakers. The objective of this study is to investigate consumer perceptions of fairness of different tariff models in Denmark. These tariff models include capacity charge, transport charge, dynamic tariff, Ramsey, flat tariff, and socialized tariff. A total of 793 usable respondents were included in the analysis. The result indicates that a majority of consumers perceive cost-reflective pricing models to be fair. In contrast, Ramsey pricing was considered to be unfair by most consumers. Furthermore, the heterogeneity in consumer perceptions was captured: the dynamic tariff preferred (56.7%), the transportation tariff preferred (12.1%), and the flat rate preferred (21.2%). The results of this study are expected to contribute to the design of new grid tariff models in Denmark and internationally.

Do Fairness Perceptions Influence Viewers' Attitudes The Role of Perceived Service Fairness in Viewership of the English Premier League

Do Fairness Perceptions Influence Viewers' Attitudes The Role of Perceived Service Fairness in Viewership of the English Premier League

Behavioral Decision-Making of Key Stakeholders in Public-Private Partnerships: A Hybrid Method and Benefit Distribution Study

Public-private partnerships (PPPs) have been used by governments around the world to procure and construct infrastructural amenities. It relies on private sector expertise and funding to achieve this lofty objective. However, given the uncertainties of project management, transparency, accountability, and expropriation, this phenomenon has gained tremendous attention in recent years due to the important role it plays in curbing infrastructural deficits globally. Interestingly, the reasonable benefit distribution scheme in a PPP project is related to the behavior decision-making of the government and social capital, as well as the performance of the project. In this paper, the government and social capital which are the key stakeholders of PPP projects were selected as the research objects. Based on the fuzzy expected value model and game theory, a hybrid method was adopted in this research taking into account the different risk preferences of both public entities and private parties under the fuzzy demand environment. To alleviate the problem of insufficient utilization of social capital in a PPP project, this paper seeks to grasp the relationship that exists between the benefit distribution of stakeholders, their behavioral decision-making, and project performance, given that they impact the performance of both public entities and private parties, as well as assist in maximizing the overall utility of the project. Furthermore, four game models were constructed in this study, while the expected value and opportunity-constrained programming model for optimal decision-making were derived using alternate perspectives of both centralized decision-making and decentralized decision-making. Afterward, the optimal behavioral decision-making of public entities and private parties in four scenarios was discussed and thereafter compared, which led to an ensuing discussion on the benefit distribution system under centralized decision-making. Lastly, based on an example case, the influence of different confidence levels, price, and fuzzy uncertainties of PPP projects on the equilibrium strategy results of both parties were discussed, giving credence to the effectiveness of the hybrid method. The results indicate that adjusting different confidence levels yields different equilibrium points, and therefore signposts that social capital has a fair perception of opportunities, as well as identifies reciprocal preferences. Nevertheless, we find that an increase in the cost coefficient of the government and social capital does not inhibit the effort of both parties. Our results also indicate that a reasonable benefit distribution of PPP projects can assist them in realizing optimum Pareto improvements over time. The results provide us with very useful strategies and recommendations to improve the overall performance of PPP projects in China.

The Inequity Z: Income Fairness Perceptions in Europe across the Income Distribution

Using data from the European Social Survey, we examine income fairness evaluations of 17,605 respondents from 28 countries. Respondents evaluated the fairness of their own incomes as well as the fairness of the incomes of the top and bottom income deciles in their countries. Depicted on a single graph, these income fairness evaluations take on a Z-shaped form, which we call the “inequity Z”. The inequity Z reveals an extensive level of consensus within each country regarding the degree of unfairness of top and bottom incomes. With rising income, respondents consistently judge their own incomes to be less unfair. Across countries, the gap in fairness ratings between top and bottom incomes rises with income inequality. Perceived underreward of bottom incomes is more pronounced in countries where bottom incomes are objectively lower. Thus, this visualization suggests that, when people are confronted with information about actual income levels, perceived inequity increases with inequality.

Research on Price Fairness Perception of Customers in High Star Hotels

Research on Price Fairness Perception of Customers in High Star Hotels

Understanding Fairness Perceptions in Demographic Segmentation and Targeting

Understanding Fairness Perceptions in Demographic Segmentation and Targeting

Tax Technology, Fairness Perception and Tax Compliance among Individual Taxpayers

International Center for Tax and Development estimated that majority of the countries collect 80% of total revenue from taxation. However, most of the developing countries including Pakistan face difficulty in taxation compliance. In Pakistan, taxation system faces a major barrier to compliance in terms of trust deficit among citizens regarding tax authorities. The current study attempted to assess the influence of tax technology on taxation compliance and how it helps to formulate fairness perception about the taxation system. It employed Technology Acceptance model (TAM) to extract the variables of the study according to the local setting of Pakistan. The population of the study consisted of individual tax filers including two segments of the society, that is, salaried individuals and self-employed individuals. Snowball sampling technique was used to collect the data by using a self-administered questionnaire. The selected sample generated 169 complete and useable observations/responses. The data was analyzed by Structural Equation Modeling (SEM) through Smart PLS. The findings indicated a significant direct influence of perceived usefulness, perceived ease of use, and facilitating conditions on tax compliance. Moreover, fairness perception showed a significant positive influence on tax compliance, supported by fairness heuristic theory. The perceived tax fairness significantly mediates the association of the perceived ease of use and facilitating conditions with tax compliance. However, this mediation was not found in the relationship between perceived usefulness and tax compliance. This study could help tax administrators to cope with the issue of trust deficit among tax files and state authorities.

E-Recruitment Sites: Management Graduates' Perception of an Online Application System

The study intends to examine various factors influencing management graduates’ perception of an online application system. A combination of stratified random, and convenience sampling methods was employed in this study. Through anexisting literature questionnaire and self-constructed questionnaire, 256 management graduates from nine campuses in the Rupandehi area provided data for the study on a five-point Likert scale. The research was conducted utilizing a descriptive and causal-comparative approach. Pearson Correlation Analysis and Simple regression equation estimated by the ordinary least square (OLS) method have been used. The empirical result finds that all of the independent variables investigated in the study were shown to have a significant positive relationship with the dependent variable. The outcome of the regression analysis indicates that fairness perceptions have the greatest influence on management graduates' evaluations of an online application system, followed by internet selection image and user-friendliness among the variables examined in this study. However, the outcome demonstrated that perceived efficiency and information provision have no significant effect.

THE INFLUENCE OF THE CODE OF ETHICS AND CODE OF CONDUCT ON PREVENTING CORRUPTIVE BEHAVIOR IN EMPLOYEES OF THE CORRUPTION ERADICATION COMMISSION OF THE REPUBLIC OF INDONESIA (KPK RI)

This study discusses the influence of the Code of Ethics and Code of Conduct for KPK personnel which includes 5 (five) basic values, namely: integrity, synergy, fairness, leadership, and professionalism towards preventing corrupt behavior among KPK employees. Integrity, synergy, fairness, and leadership are placed as independent/exogenous variables while professionalism is placed as a moderating variable. The research objective is to answer the formulation of the problem which includes 9 research questions. The research method uses a quantitative approach through SEM (Structural Equation Model) analysis. The number of samples was 321 people who were calculated based on the Slovin formula and were taken using a proportionate random sampling technique, in this case, the KPK employees who came from State Civil and Assigned Civil Servants. Variable operationalization uses indicators that have been formulated in the Code of Ethics and Code of Conduct for KPK Employees, namely as stated in Perdewas KPK Number 2 of 2021, and from various theories. From the results of the study, it was concluded that there is a positive and significant influence of Integrity, Synergy, and Leadership variables on Professionalism and Prevention of Corrupt Behavior among Employees at the KPK. The justice variable was found to have no significant effect. This means that if the quality of the three variables that have had this influence is improved, it will be followed by an increase in professionalism and prevention of corrupt behavior. Fundamental improvements are needed regarding aspects of justice, which include the creation of a conducive work environment and perceptions of fairness in the fulfillment of employee welfare to improve the variables of justice.

Restorative justice programs and practices in juvenile justice: An updated systematic review and meta‐analysis for effectiveness

AbstractResearch summaryRestorative justice (RJ) in practice has taken on many different forms. It is argued that RJ does not have definitional boundaries, making it hard to limit its essence to that of a particular program, practice, philosophy, or outcome. Therefore, this study's objective was to systematically review and statistically synthesize all available research on RJ programs and related programs and practices using meta‐analytic methods. Our updated systematic search and meta‐analysis identified a total of 57 unique studies including 79 evaluations (including 18 random assignment and 61 quasi‐experimental designs). We extracted a total of 631 effect sizes related to delinquency, non‐delinquency, and victim outcomes. The results of our meta‐analysis showed that RJ programs and practices are associated with a small‐to‐moderate and statistically significant reduction in future delinquent behavior relative to more traditional juvenile justice responses (g = 0.23, 95% CI [0.14, 0.32]). Nevertheless, results were smaller for the more rigorous random assignment studies and nonsignificant, raising concerns about the robustness of this finding. Our most promising findings, however, were for the victim and non‐delinquency outcomes.Policy implicationsThe bottom line for RJ programs and practices is that the empirical evidence is supportive of these programs in moderately reducing juvenile delinquency. However, the evidence appears more promising in the area of non‐delinquency outcomes for victims and youth participants involved in these programs. Taken together, the results indicate that RJ programs and practices may be effective at reducing recidivism, albeit to a small‐to‐moderate extent, but have the added feature of meaningfully increasing perceptions of satisfaction and fairness for victim and youth participants. These results should be viewed as encouraging for policy makers, RJ practitioners, and proponents that emphasize the centrality of the victim in the process of crime and harm resolution, as well as those interested in alternative solutions to addressing youth crime.

Determinants of the Availability of Non-timber Forest Products for Households’ Adaptation to the Effects of Climate Variability in Iringa District, Tanzania

This cross-sectional study was conducted to examine determinants of the availability of non-timber forest products (NTFPs) for household use as a strategy for adapting to the effects of climate variability in the Kitapilimwa Forest Reserve (KFR) in Iringa district, Tanzania. The study involved 400 participants. Data were collected through structured interviews, in-depth interviews, focused group discussions, field observation and documentary review. Findings reveal that local communities in the study area are vulnerable to the effects of climate variability. Also, they show that 52.4% of the respondents extracted NTFPs from the KFR as a strategy for adapting to the effects of climate variability. Besides, the study found that the main determinants of the availability and effective household use of NTFPs as an adaptation strategy are anthropogenic degradation and loss of NTFPs, the implications of KFR access by-laws, effects of climate variability on the availability of NTFPs, perception of fairness of trade in NTFPs, and seasonal availability of NTFPs. The study concludes that despite the important role of NTFPs from the KFR being used as a strategy for adapting to the effects of climate variability, there are factors that limit the availability and effective household use of NTFPs as an adaptation strategy. It is recommended that the government involve local communities in developing a policy framework that promotes a sustainable harvesting of NTFPs. Also, the government and the private sector should support all efforts to diversify livelihood sources of rural households to reduce their dependency on natural forests. Lastly, the government should monitor and regulate trade in NTFPs.

Uloga interpretacijskog procesa u razvoju emocionalnog odgovora na povredu psihološkog ugovora / The Role of The Interpretation Process in The Development of An Emotional Response to A Psychological Contract Breach

The psychological contract is a perceived agreement on mutual obligations and resource exchange, which in the academic work context will first be recognized in the relationship between teaching staff and higher education organizations. This is an implicit contract formed based on given or just implied promises, which the parties in the relationship do not have to be fully aware of. However, such a contract will guide their mutual behaviour, and a number of individually and organizationally relevant outcomes will depend on its (un) fulfilment. Since the concept of a psychological contract is relatively new and unexplored in the Bosnian academic context, this paper sought to answer the question: Does the perception of a psychological contract breach lead to an emotional reaction to that breach, and under what conditions? Following the identified problem, the correlation between the perceived breach of the psychological contract and the emotional reaction to the breach, and the moderating influence of the interpretive process (defined through attribution of causes, perception of fairness and perception of organizational politics) on this relationship was examined. The results suggest that in a sample of Bosnian academic staff it is justified to say that the correlation between the perceived psychological contract breach and emotional response to that breach will be stronger if the staff members perceive interactional fairness in the organization to be high. The academic staff’s perception of the presence of political behaviour in the organization, as well as the way they attribute the causes of the psychological contract breach, probably does not have a significant impact on their interpretation of the psychological contract breach.

Explaining the effect of Organizational Justice on Job Satisfaction and Work Performance

The aim of this research is to investigate the effect of organizational justice on work performance and job satisfaction. The purpose of this study is to examine the nature, strength and significance of the links between organizational justice, job satisfaction and work performance .Previous researchers have conducted on Organization justice, job satisfaction and work performance as separate concepts, few of them have attempted to examine the links between them. To date, there is a lack of evidence regarding the nature, significance and strength of relationships between these three variables. The literature review shows that employees’ perceptions of fairness in all organizational processes and practices are assumed to influence their behavior and work outcomes. In order to achieve the aim of the research, the Quantitative method has been used through conducting questionnaires among employees. 400 employees were the participants, with the following results. First, the results showed that distributive justice, Procedural justice and Interactional justice are insignificantly affecting Job Satisfaction. Secondly, the results showed that distributive justice, Procedural justice and Interactional justice are insignificantly affecting work performance. These results suggest that managers should pay workers what they deserve , follow open and fair procedures , offer workers a voice , meet regularly , conduct employee surveys and keep an on-open door policy. Managers must work to distribute the functions, tasks and duties equally, fairs have fairness of outcome, in addition to developing appropriate rules and regulations in order to have fairness of decision making , lastly managers should care about their employees and build manager-employee communication. . Therefore, Employee performance and satisfaction are influenced by organizational fairness (fairness of distribution, fairness of method, and fairness of interaction). Employee’s demographic and career backgrounds are designed as moderators.