Perceptions Of Fairness Research Articles

What drives attitudes towards the reintegration of former fighters? Insights from a conjoint experiment in Nigeria

Reintegrating ex-combatants back into society is one of the most challenging, yet fundamental components to building sustainable peace. While previous work has extensively evaluated the reintegration trajectories of ex-combatants, there is still little understanding of how citizens think about reintegration. In this article, we systematically analyze which former fighters people prefer to reintegrate into society. Based on theories of threat and justice, we develop a heuristic framework that explains how information about the motivations and behavior of ex-combatants shapes public preferences about whom to reintegrate. We test this framework using a conjoint experiment conducted among approximately 2,000 (former) university students in Nigeria. We find that our respondents are more forgiving towards former fighters who were forced to join the insurgency and expressed remorse afterwards, while being less willing to reintegrate more militant and less repentant offenders. Similar informational cues shape respondents’ evaluations of how successful the reintegration process would be and what punishment would be appropriate. Taken together, the results underscore the importance of perceptions of risk and fairness in driving attitudes towards reintegration. Finally, subgroup analyses revealed that these heuristics are broadly held across different demographic and conflict-related fault lines. While caution is warranted when generalizing these results, insights gained in this specific context are nonetheless an important step towards advancing our understanding of reintegration processes in conflict-affected countries.

Role of Perceived Customer Service, Quality, and Price Fairness on Attitude Formation: An Empirical Evidence from Nepal's Online Business Context

Extensive development of information communication technology has widened the entrepreneurial opportunities and improved the multidimensional connectivity across the globe. Nepal does not stand aloof from this reality. At the same time, an abrupt outbreak of covid-19 crippled the global economy compelling many enterprises to face the unthought situation and act on issues unanticipated. Nepal's small and medium enterprises were forced to change their operation and marketing activities to reach customers. As a result, many small-sized enterprises started promoting thei products online, especially on social networking sites, accepted orders, payments online, and cash on delivery. Amid such a situation, this study aimed to identify how individuals perceive the customer services provided by online stores in Nepal. Further, this study also examined the role of perceived customer service, quality, and price fairness in shaping the attitude towards online shopping. This research applied the Ordinary Least Square to find out the effect of perceived customer service, quality, and price fairness on the attitude toward online shopping. Data was collected from 425 respondents through an online questionnaire. The collected data were processed in the Statistical Package for Social Science (25). The result of the study suggested a significant positive impact of perceived customer service, quality perception, and price fairness perception on attitude. The contribution of this study is the understanding of the relationship between the variables used in this study and the impact of the independent variable on the dependent variable in the Nepalese context. The results of this study may be helpful to the marketers in improving perceived customer service, quality perception, and price fairness and eventually increasing their sales.

The role of organizational justice and job satisfaction in mitigating turnover intention of emotionally exhausted employees: evidence from Vietnam

PurposeThis study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job satisfaction in mitigating these consequences.Design/methodology/approachA four-hypothesis model was tested using partial least squares structural equation modeling (PLS-SEM) based on a two-phase survey of 369 frontline services employees in Vietnam with a three-month time lag.FindingsThe study shows that abusive and unreasonably demanding customer behaviors have positive effects on emotional exhaustion, which, in turn, reduces job satisfaction and, subsequently, turnover intention. It also reveals that organizational justice mechanisms attenuate the positive association between emotional exhaustion and turnover intention. Job satisfaction indirectly mitigated the turnover intention of emotionally exhausted employees who had to deal with problematic customer behaviors, especially in the service sector in Vietnam, an emerging market.Originality/valueBuilding upon the social exchange theory (SET) and the conservation of resources theory (COR), this study extended the research on organizational justice with respect to emotional exhaustion in the customer service sector that received less attention previously. Rather than merely focusing on the interpersonal factors (e.g. respect and sensitivity) as organizational support does, organizational justice encompasses employees' perception of fairness of outcome and the whole process in an organization to reach decisions.

Management Strategy of Community Public Facilities from the Perspective of Fairness Perception: A Single Case Study

Nowadays, some communities infrastructure is usually destroyed, and this problem is always happening in some communities, so much this kind of problem needs to be solved. Based on the theory of fairness perception, this study constructs the evolution mechanism of the community infrastructure operation process and analyzes the cases. Based on the case analysis method, limited resources and business models, and property management affect the community's infrastructure. This study mainly investigates the infrastructure management of a community, to establish improvement methods. Also, this study is helpful to ad-just infrastructure management.

Let the user have a say - voice in automated decision-making

Automated decision-making is on the rise and systems now make decisions traditionally made by humans. As initial evidence suggests that automation of decisions can be associated with low fairness perceptions, features for the design of fair systems are needed. One such feature could be voice. Voice means having a say in decision processes and is associated with fair processes. In the present experiment, we tested whether perceptions of the opportunity to voice one's views to a system resulted in higher perceived overall fairness of the system. Drawing on fairness heuristic theory, we furthermore investigated, whether perceived overall fairness of the system related to trust in the system, job satisfaction, and task performance. In the experiment, participants (N = 138) performed a monitoring task on temperature scales. The system decided how many scales participants had to monitor in a final work round. We varied voice (participants could or could not voice their opinion on how many scales they wanted to monitor). The results indicate that voice leads to fairness perceptions. Overall fairness mediates the relationship between voice and job satisfaction and voice and trust. Therefore, voice is an important design feature for fair automated decision-making.

Affective commitment, home‐based working and the blurring of work–home boundaries: Evidence from Germany

AbstractAnalysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home‐based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home‐based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home‐based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home‐based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust.

Effects of online commercial friendships on customer revenge following a service failure

Online commercial friendship (OCF) is a type of social platform-mediated relational exchange that combines business relationships with friendships. We identify-two OCF types based on their unique relationship formation processes and examine the interaction effects of OCF type and strength on customer perceptions and behavioral intentions following a service failure in industries that provide relational or transactional services. Findings from three studies show that OCF type and strength affect customers’ tendency for revenge. Perceptions of fairness or betrayal mediate the interaction effects of OCF type and strength on customers’ subsequent behavioral intentions. However, the influence mechanisms are completely different in the relational and transactional service industries. In relational services, perceived betrayal mediates the effect between OCFs and behavioral intentions; whereas in transactional services, perceived fairness plays an intermediary role.

Fairness perceptions regarding in-work benefits: a survey experiment

PurposeIn many countries, individuals can receive welfare support whilst simultaneously being employed. The level of earned income that welfare recipients are allowed to keep has long been a subject of debate. Core issues include whether in-work benefit regulations provide incentives for individuals to expand labour market participation and are thus also socially effective and whether the population perceives welfare benefits for individuals who earn own income as fair. This article contributes to the debate about the social legitimacy of in-work benefit regulations by shedding light on the principles guiding judgements about an adequate amount of in-work benefit receipt.Design/methodology/approachThe authors use a factorial survey experiment to investigate which factors guide judgements about an adequate level of in-work benefit receipt. In the authors' factorial survey, the household composition, health status, and monthly earnings of a hypothetical in-work benefit recipient were varied experimentally. The study investigates Germany's basic income support programme, a means-tested social policy programme that targets both unemployed and employed individuals.FindingsThe results show that respondents consider higher earnings retention rates for lower-income earners to be fair. This preference mirrors the German legislation, which is based on the principle of need. Furthermore, the presence of children and of physical as well as mental health impairments are associated with support for higher earnings retention rates.Originality/valueThe findings suggest that citizens support the core features of in-work benefit regulations but do not consider in-work benefit recipients as a homogenous group when assessing the adequate level of benefit receipt.

Research on Antecedents of Residents’ Willingness to Cooperate in Urban Regeneration Projects: Based on an Extended Theory of Planned Behavior (TPB) Model

Residents’ willingness to cooperate can contribute to the success of urban regeneration projects worldwide. However, limited research has explored factors determining residents’ willingness to cooperate with neighborhood regeneration projects. This study aims to investigate the influence of psychological factors on urban residents’ willingness to comply with neighborhood regeneration projects. To achieve this goal, the study extends the theory of planned behavior by specifying the effects of perceived benefit, perceived risk, and perceived fairness on residents’ compliance intention toward neighborhood regeneration projects. Data from 362 local residents (i.e., homeowners) in China were analyzed using partial least squares structural equation modeling. Results show that perceived benefit, perceived risk, and perceived fairness have significant effects on the attitude, subjective norm, and perceived behavioral control, which in turn enhance residents’ compliance intention toward neighborhood regeneration projects. In addition, perceived benefit and perceived fairness also exhibit direct positive effects on residents’ compliance intention. This study develops an enriched model to examine the forming mechanisms of residents’ compliance intention under the context of neighborhood regeneration. It also provides more insights to enhance the decision-making regarding strategies of urban regeneration toward better social sustainability. Specifically, measures should be implemented to increase residents’ subjective norm, perceived behavioral control, and benefit perception. It is also recommended to foster a favorable attitude and to facilitate fairness perceptions of residents.

Rationalism or Intuitionism: How Does Internet Use Affect the Perceptions of Social Fairness among Middle-Aged Groups in China?

Background: In the digital age, the Internet has profoundly affected our production and life, which in turn has affected our mental health. However, little research has been conducted on when and how Internet use (IU) affects social fairness perception (SFP). Methods: Using the data of Chinese General Social Survey (CGSS) 2015, this paper identifies the causal effect of IU on Chinese middle-aged people’s SFP through Ordinary Least Square (OLS) regression and the instrumental variable (IV) method, and uses the Sobel and Bootstrap Test for mediation analysis. Results: IU not only directly reduces Chinese people’s SFP by channeling their social emotions, but also indirectly decreases SFP through the inspiration of government trust. However, inconsistent with some previous studies, social comparison mainly has a partial masking effect on the causality between IU and SFP. Conclusions: The significant negative impact of IU on SFP is the result of the combination of rationalism and intuitionism.

It’s Not Fair! Are Applicant Reactions to Personal and Professional Social Media Screenings Similar?

ABSTRACT The use of social media in selection processes to gather information about job candidates is a heavily debated and controversial topic. However, research that focuses on whether applicant reactions differ when social networking sites (SNSs) are screened is limited. This study used a quasi-experimental design to examine perceptions of face validity, predictive validity, and test fairness when personal (Facebook or Twitter) versus professional (LinkedIn) profiles are screened. The moderating role of self-monitoring was also explored. Findings demonstrated that applicants react negatively to screenings involving personal SNSs. High self-monitors had favorable face validity and predictive validity reactions to a professional SNS screening, but the opposite effect was found for personal SNSs. Practical implications for organizations and future directions for research are discussed.

How collective stress affects price fairness perceptions: The role of nostalgia

This research examines how consumers evaluate the fairness of price increases during collective stress situations. Across three collective stress situations (COVID-19, Black Lives Matter protests, and economic downturn), the authors confirm that a collective stress situation evokes feeling of nostalgia as a coping mechanism. When the collective stress situation is more severe, it heightens feelings of nostalgia, which then enhances consumer empathy, such that people tend to infer benevolent motives for a price increase. That is, consumers perceive the price increase as more fair. This research also reveals how a consumer’s political identity can moderate the impact of the perceived severity of the collective stress situation on nostalgia and thus price fairness. As a collective stress situation becomes more severe, conservatives (vs. liberals) experience greater nostalgia, leading to higher perceived fairness of price increases.

Fairness asymmetry, changes in mutual trust, and supplier performance in buyer-supplier exchanges in China: A dyadic view

Despite the crucial role of fairness in establishing and maintaining interfirm trust, the literature on how asymmetric perceptions of fairness affect mutual trust over time is limited. Adopting a dyadic view, this study investigates the impacts of fairness asymmetry on changes in mutual trust in marketing channel relationships. We further suggest that fairness asymmetry inhibits supplier performance through the mediating role of changes in mutual trust. With a two-wave sample of 239 buyer–supplier dyads, our study demonstrates that fairness asymmetry leads to a decrease in mutual trust over time, which in turn reduces supplier performance. Moreover, joint asset specificity weakens, whereas market uncertainty and behavioral uncertainty aggravate the negative effect of fairness asymmetry on buyer–supplier mutual trust. Our work offers fresh insights into the implications of fairness in ongoing buyer–supplier relationships and guidelines for practitioners to better manage their channel partnerships.

A reexamination of the code of silence and disciplinary fairness in South Korea over 11 years

PurposeThis paper aims to provide an in-depth exploration of the code of silence in Korean policing and its relationship to perceptions of disciplinary fairness.Design/methodology/approachThe authors separately surveyed 370 Korean police officers in 2008 and 356 Korean police officers in 2019. The respondents were asked to evaluate seven hypothetical scenarios measuring different types of police misconduct from police corruption to the use of excessive force.FindingsThe results demonstrated that the strength of the code of silence decreased over a decade. The code of silence seems to protect less serious examples of police misconduct more strongly than more serious examples of police misconduct. Furthermore, the extent of the code of silence and perceptions of discipline severity are closely related in situations in which the expected discipline is evaluated by officers as too harsh. When police officers evaluated the expected discipline as fair, they were less likely to adhere to the code of silence than when they evaluated the expected discipline as too harsh, providing support for the simple justice model. On the other hand, the results are mixed for comparisons of the code of silence among respondents who evaluated discipline as fair and those who evaluated discipline as too lenient.Originality/valueThis is one of few studies focusing on the potential changes in the code of silence over time and on its relationship with the perception of disciplinary fairness. South Korea has conducted a reform of the police (the Grand Reform) in the late 1990s and more recently enacted the new laws regulating police misconduct. This study relies on two independent surveys of the same population of police officersto empirically assesses potential changes resulting from these societal and organizational transformations.

Working Moms’ Perceptions of Fairness at Home and Work: A Textual Analysis of Sentimental Polarity

The current literature depicts highly unfair circumstances for working mothers. However, the theories within this literature carry inherent bias per Hawthorne/secondary observer effects. Using a naturalistic approach, we sampled social media comments to determine if current theory associated with fairness perceptions of working mothers translated into real world settings. With the qualitative turned quantitative variables, we conducted a nonparametric factorial ANOVA to determine if a significant relationship were present between fairness perceptions in the work and home environments. Additionally, we evaluated if Covid-19 augmented fairness perceptions. Our findings suggest that the current theory of negativity translates to real world settings for working mothers for both the work and home environments. Additionally, the Covid-19 pandemic in itself presented negatively for comments for working mothers. However, the current theory associated with the pandemic amplifying overall perceptions of fairness in both the work and home environment was not able to be validated per our findings. Additionally, our finding of a shift to more positive tone in fairness perceptions when a working mother discussed both the home and work environment gives further support for the literature associated with the overall positive impact of remote work.

User Innovators’ Fairness Perceptions when Firms Commercialize their Innovations

User innovators have become an important input source for firms’ innovation performance. Theoretically, the objectives, roles, and resources of users and firms are complementary and hence the commercialization of user innovations smooth and trouble-free. However, in reality, user innovators often feel exploited when firms adopt and commercialize their innovations. In some cases, this has led to severe conflicts. In order to understand when firms’ commercialization behavior results in user innovators’ perception of fairness or unfairness, we combine the theories of social exchange theory and organizational justice. The core of our conceptual model is the user innovator’s interpretation of the firm as either a social or an economic exchange partner. The model allows us to develop a series of propositions that may guide both firms’ commercialization behavior and serve as a starting point for future empirical research.

Informal Control, Effective Voice and Perceptions of Work Reward Fairness in a Worker Co-operative

Worker co-operatives aim to produce a fairer distribution of work rewards than exists in conventional firms. Workers collectively own the firm and participate democratically in decisions, so should be able control rewards. However, direct participation in decisions is inefficient in larger firms. To balance democracy with efficiency, larger co-operatives combine a formal hierarchy with worker voice in decisions via elected representatives. This move is associated with the emergence of unequal informal organizational control and reward differentials. In this paper we ask how informal organization shapes control processes and worker perceptions of reward fairness in a representative democratic co-operative. We present a mixed-methods case study of a retail firm facing financial crisis which had reduced pay and benefits for workers. In this context, workers who maintained informal friendships with elected representatives on the firm’s governing board had a more effective voice in rewards than workers without such relationships. Effective voice in turn led workers to perceive their rewards as fairer. Fairness perceptions had important consequences for the co-operative spirit – the shared perception that all organization members were working towards common goals without opportunism. We explore the implications of our findings for maintaining democracy and promoting co-operative survival in times of crisis.

Empowering Leadership and Organizational Justice in the New Normal

Although prior works have primarily focused on positive outcomes resulting from empowering leadership in normal workplace environments, scant research in this realm has examined whether empowering leadership is actually associated with more desirable outcomes in new-normal workplaces (i.e., online and hybrid work environments). We draw from theories of control and media richness to explore how empowering leadership in new working environments influences perceptions of fairness among employees with varying degrees of media richness. We also investigate how media richness and employees’ digital literacy moderate this relationship. Specifically, we theorize that empowering leadership increases perceived fairness among employees, which is curvilinearly moderated by media richness. We further theorize that employees’ digital literacy changes the curvilinear moderating effect. In Study 1, with a between-subjects experimental design, we show that video conferencing had the highest moderating effect on the empowering leadership and fairness perception than face-to-face, SNS, phone call, or email communication. Study 2, a three-wave longitudinal survey study during the COVID-19 lockdown period, supported our three-way interaction model’s curvilinear moderating effect. These findings enable us to identify a novel mechanism of how virtual work plays a role in the relationship between empowering leadership and perceived organizational justice.

Morality is Supreme: The Roles of Morality, Fairness and Group Identity in the Ultimatum Paradigm.

PurposeA large number of decision-making need to be carried out in the context of social interactions. Previous studies have demonstrated the impact of fairness perception, moral judgment, and group identity on decision-making. However, there is no clear conclusion as to how the effect of these factors existing simultaneously on decision-making and the extent to which these factors play a role.MethodsWe manipulated the moral quality of proposers to explore the issue of whether morality has an impact on fairness perception and manipulated the moral quality of proposer and responder simultaneously forming group identity to explore whether group identity has an impact on the effect of morality on fairness in decision-making.ResultsParticipants displayed a higher acceptance rates for positive moral proposers than the negative moral proposers regardless of the fairness of the allocation of money (Experiment 1) and group identity (Experiment 2). However, the effect of group identity was working, though it partially supported the In-group Preference (Experiment 1 and Experiment 2 combined analysis). We hold that the group identity was influenced by morality.ConclusionWhen making an economic decision, morality has the supreme influence on individuals.

Shared Fairness Perceptions of Chinese Subordinates and German Supervisors

Enriching organizational justice literature with insights from cultural identity negotiation theory, our explorative, qualitative study develops an evidence-based model illuminating how culturally diverse subordinates and supervisors can achieve through their cross-cultural interactions shared fairness perceptions. Our analysis is based on a complex research design comprising in total 133 interviews in China and in Germany from Chinese subordinates of German supervisors, German subordinates of Chinese supervisors, Chinese supervisors of German subordinates and from German supervisors of Chinese subordinates. As a result of our empirically induced theorizing, we came to understand the centrality of inter-linked cultural identity negotiation processes. Only those subordinates and supervisors who were willing and able to engage in such processes, once they came into contact with the other respective party, succeeded in arriving at the approximation of previously more distinct fairness perceptions and ultimately to a partially shared understanding of fairness. In addition, we found various moderating factors influencing the cultural identity negotiation processes. From these factors cultural preservation, i.e., the degree to which the subordinates and supervisors cling to their original cultural identity, was by far the most important one.