Perceptions Of Fairness Research Articles

Robot Recruiting: The Impact of AI Evaluators on Justice, Trust and Company Perceptions

Organizations are increasingly utilizing artificial intelligence (AI) to evaluate job candidates. While much is known about how job candidates perceive companies based on human-to-human interaction in the personnel selection process, little is known about how the use of AI to evaluate candidates affects company perceptions. In a field study (N=179), we find that candidates perceive companies more negatively when they use AI evaluators compared to human evaluators. This result is partially explained by decreased perceptions of fairness and trustworthiness on behalf of the candidates. In Study 2 we conducted a field experiment (N = 307) replicating these findings. Our research demonstrates that while it may be more efficient for companies to use AIs to evaluate candidates this approach may come at a significant cost to companies.

HORIZONTAL EQUITY, SELF-EFFICACY, AND BUDGETARY SLACK: COMPARING AMERICAN AND BRAZILIAN CULTURES

This study analyzed the effect cross-cultural differences in perceived horizontal equity and self-efficacy have on the creation of budgetary slack. This research addressed the gap in the role of ethical ideology in business by empirically examining the influence of culture on an individual’s ethical ideology and their propensity to create budgetary slack. A total of 803 subjects included 413 individuals from America and 390 from Brazil. A series of analysis of variance testing identified statistical significance between horizontal equity and the creation of budgetary slack, as well as statistically significant differences between low/high years of experience and budgetary slack levels. Additional cross tabulations were included related to both horizontal equity as well as self-efficacy. The results highlight budgetary procedures that may impact a person’s perceptions of fairness in pay compared to colleagues or peers with similar positions in organizations. Findings suggest that employees with more years of professional experience could benefit from education on potential negative unintended consequences of creating slack in their budgetary decisions. Our findings may be used by managers to gain awareness of this significance and take necessary steps to create equitable pay policies and budgetary targets. Study results indicated no statistical difference in slack levels between Americans and Brazilians.

Mapping the relationships between hotel employees’ perceptions of performance appraisal fairness, satisfaction, and psychological contract

Little is known concerning the extent to which employees’ perception of fairness enhances their satisfaction with the performance appraisal rater, feedback and system. The study tests whether these relationships are associated with the psychological contract that binds employees with their organizations. Drawing on the social exchange theory, this study examines these relationships with data collected from 230 hotel employees in the US. Analysis through structural equation modeling suggests that different types of organizational justices are associated differently with satisfaction with performance appraisal and the level of employees’ mental attachment to the organization. The implications of such findings are discussed.

Robots are judging me: Perceived fairness of algorithmic recruitment tools.

Recent years have seen rapid advancements in selection assessments, shifting away from human and toward algorithmic judgments of candidates. Indeed, algorithmic recruitment tools have been created to screen candidates’ resumes, assess psychometric characteristics through game-based assessments, and judge asynchronous video interviews, among other applications. While research into candidate reactions to these technologies is still in its infancy, early research in this regard has explored user experiences and fairness perceptions. In this article, we review applicants’ perceptions of the procedural fairness of algorithmic recruitment tools based on key findings from seven key studies, sampling over 1,300 participants between them. We focus on the sub-facets of behavioral control, the extent to which individuals feel their behavior can influence an outcome, and social presence, whether there is the perceived opportunity for a social connection and empathy. While perceptions of overall procedural fairness are mixed, we find that fairness perceptions concerning behavioral control and social presence are mostly negative. Participants feel less confident that they are able to influence the outcome of algorithmic assessments compared to human assessments because they are more objective and less susceptible to manipulation. Participants also feel that the human element is lost when these tools are used since there is a lack of perceived empathy and interpersonal warmth. Since this field of research is relatively under-explored, we end by proposing a research agenda, recommending that future studies could examine the role of individual differences, demographics, and neurodiversity in influencing fairness perceptions of algorithmic recruitment.

JUSTICE, EMPLOYEE VOICE AND ANTAGONISTIC BEHAVIORS IN ORGANIZATIONS

The study aims to assess the role of organizational justice in the formation of antagonistic, deviant behavior through the analysis of indirect relationships and via new (previously unexplored) configuration of organizational and individual characteristics. We have introduced the agreeableness and job satisfaction variables to describe indirect relationships. The article presents a comparative analysis of the impact of organizational justice on positive and antagonistic behaviors.Employee voice moderates the relationship between organizational justice and antagonistic behavior. Increased perception of fairness of the organization is associated with a more active choice of proactive, constructive voice by employees, whereas unfair environment increases the probability of silence. On the other hand, employee voice, manifested in the expression of personal opinions and ideas reduces the probability of the manifestation of antagonistic behaviors. The interaction variable of organizational justice and agreeableness enhances the expression of voice, which significantly reduces antagonistic behaviors, and, at the same time, contributes to the formation of positive organizational behaviors. Employee voice moderates the relationship between organizational justice and job satisfaction. When employees choose silence strategy instead of voice strategy, even a fair organizational environment cannot compensate this ‘loss’ (restriction of voice), which results in dissatisfaction with job. The study was conducted in Georgia in 2020. 839 employees participated in the study.&nbsp

Enhancing Fairness Perception – Towards Human-Centred AI and Personalized Explanations Understanding the Factors Influencing Laypeople’s Fairness Perceptions of Algorithmic Decisions

Whether we like it or not, algorithmic decision-making systems (ADMSs) are all around us. These systems assist both public institutions and private organizations in making decisions that exert a significant impact on our lives. The widespread use of artificial intelligence (AI) and machine learning (ML) systems and the potential risks of using them are the subjects of intensive, ongoing research. It is imperative to ensure their fairness and transparency. The understanding that ADMSs should be subject to human supervision and examined for laypeople’s perceived fairness is clear. Laypeople’s perceptions regarding ADMSs’ fairness, their understanding of the reasons underlying the systems’ outcome (decision), and their comprehension of the linkage between the explanations and the results, influence their willingness to trust the systems, use them and accept their decisions. To determine and better understand which factors affect laypeople’s perceptions of the fairness of algorithmic decisions, we conducted an online between-subject experiment, employing a case study of a simulated AI-based recruitment decision-support system. We focused on three aspects: system characteristics (SC), personality characteristics (PC), and demographic characteristics (DC). We conducted an in-depth analysis to determine which explanation increases the perceived fairness the most. Based on the results, we suggest a framework for predicting a layperson’s perception of the fairness of the explanations. Our findings may help in understanding how to involve humans in the development and evaluation process of ADMSs, how to create personalized explanations based on the SC as well as on users’ PC and DC, and, consequently, how to enhance laypeople’s fairness perceptions regarding ADMSs.

Resolving land conflicts through Alternative Dispute Resolution: Exploring the motivations and challenges in Ghana

Alternative Disputes Resolution (ADR) is gaining increasing attention in scholarly and legal circles globally, due to the inherent weaknesses of the statutory court system. Recent studies have focused on ADR processes and their effectiveness over the formal court system. However, the motivations and challenges of using ADR systems by disputants seldom receive attention, particularly within the context of the rising incidences of land disputes in Africa. This study examines the motivations and challenges of using ADR by land litigants under the fragmented land ownership system in the Upper West Region of Ghana. Using a case study research design, the study found reluctance in the enforcement of resolved disputes, perceived discrimination against minority groups, biases in the process of appeal, and inadequate resources as challenges with ADR in the Region. Motivations for the use of ADR included relationship building, perception of fairness and justice, and relatively cheaper and quicker processes of adjudication. The study concludes that ADR committees have strong potential to deal with the rising incidence of land disputes, but their weaknesses must be addressed. ADR committees should work with Customary Land Secretariats (CLS) to educate the public on their functions and dispute resolution processes, in order to help reduce the perception of bias levelled against them.

Perceived fairness of direct-to-consumer genetic testing business models

Although consumers and experts often express concerns regarding the questionable business practices of direct-to-consumer (DTC) genetic testing services (e.g., reselling of consumers’ genetic data), the DTC genetic testing market keeps expanding rapidly. We employ retail fairness as our theoretical lens to address this seeming paradox and conduct a discrete choice experiment with 16 attributes to better understand consumers’ fairness perceptions of DTC genetic testing business models. Our results suggest that, while consumers perceive privacy-preserving DTC genetic testing services fairer, price is the main driver for fairness perception. We contribute to research on consumer perceptions of DTC genetic testing by investigating consumer preferences of DTC genetic testing business models and respective attributes. Further, this research contributes to knowledge about disruptive business models in healthcare and retail fairness by contextualizing the concept of retail fairness in the DTC genetic testing market. We also demonstrate how to utilize discrete choice experiments to elicit perceived fairness.

A Conceptual Review of Tax Compliance Studies of Some Selected Developing Countries

It is pertinent that sustainable tax compliance is achieved only if the tax policy takes the main determinants of tax compliance into consideration. Meanwhile, tax compliance has been seen as one of the critical tax administration issue particularly amongst the developing countries of the world. In that regards, scholars have contributed immensely in studying the causes or determinants of the phenomenon based on some prevailing factors associated to economic, social and psychological conditions of our society. And the factors are basically linked to some suggested theories. Nevertheless, the study premised on reviewing some related studies conducted amongst the developing countries of the world based on thematic and chronological approach, in order to know the most commonly identified determining factors of tax compliance between the periods of 1998 to 2022. it is imperative to note that the major determining factors extracted from the reviewed literatures are basically ranked from the most commonly identified to the least identified as: taxpayers attitudes and tax fairness perceptions were frequently identified six times each, secondly, tax payers knowledge, perceived behavior and subjective norms were identified four times each, thirdly, sources of income, complexity of tax laws, ethical sensitivity and religiosity knowledge were frequently identified three times, and lastly, perceive tax system and perceived usefulness were frequently identified from the literatures two times each respectively. Therefore, the study concludes that the commonly identified determining factors of tax compliance in the developing countries based on reviewed literature are taxpayer’s attitude and fairness perception. Hence, other empirical studies may need to be conducted to justify the position of this study.

Unequal but just? Experimental evidence on (gendered) distributive justice principles in parental financial gifts

Abstract Research has documented gender inequalities in parental financial gifts, but it is unclear under which conditions these inequalities are socially accepted. We combine distributive justice theory with sociological and economic perspectives on intergenerational transfers to examine perceptions of fair allocations of parental gifts. By manipulating children’s characteristics in a multifactorial vignette experiment, we conducted in Germany in 2020 (N = 4284 observations of 714 respondents), we test the prevalence and gendered application of four justice principles (equality, need, entitlement and equity). While the equality principle was widespread, unequal gifts were legitimized both by children’s financial needs (unemployment) and exchange services (helping in parents’ household). These results indicate that the family is perceived as an agency for economic redistribution, potentially affecting society’s socio-economic structure. Moreover, exchange services weighed more for sons while needs weighed more for daughters, suggesting that gendered fairness perceptions are one possible mechanism explaining gender inequalities in financial gifts.

Fairness Perception of Policy Stakeholders in College Admission in Korea

It has been known that Korea has the highest college enrollment rate due to the role that college entrance plays in determining the socioeconomic status of students in their future. About 10 years ago, the Ministry of Education in Korea initiated the Comprehensive School Report-based Admission (CSRA) under the recognition that the college admission system needs to be diversified. Since then, the fairness of the CSRA has been at the center of controversy. This study aimed to draw the implications for college admission policies by comparing the perception of the main stakeholders (students and parents, teachers, admission officers, and faculty admission committee) on the CSRA. The perception data of 150 participants on the six aspects of the CSRA were gathered through a questionnaire and the results were analyzed for group differences. A FGI was additionally administered with 12 participants. This study found that the stakeholders perceived the CSRA as important and necessary. However, the perception of the stakeholders on the fairness of the CSRA presented itself differently depending on the interests each group holds. The results of this study showed that close examination of the multifaceted perceptions and individualized experiences of the stakeholders should be taken into consideration when the perception of fairness in the CSRA is examined. It also implied that the government should provide stakeholders with the opportunities to be informed of the CSRA to promote trust in the policy.

Is Distributional Justice Equivalent to Prosocial Sharing in Children's Cognition?

Distribution and sharing are social preference behaviors supported and shaped by selection pressures, which express individuals’ concern for the welfare of others. Distributive behavior results in distributive justice, which is at the core of moral justice. Sharing is a feature of the prosocial realm. The connotations of distribution and sharing are different, so the principles, research paradigms, and social functions of the two are also different. Three potential causes of confusion between the two in the current research on distribution and sharing are discussed. First, they share common factors in terms of individual cognition, situation, and social factors. Second, although they are conceptually different, prosocial sharing and distribution fairness sensitivity are mutually predictive in individual infants. Similarly, neural differences in preschoolers’ perception of distribution fairness predict their subsequent sharing generosity. Finally, similar activation regions are relevant to distribution and sharing situations that need behavioral control on a neural basis.

The Outcomes of Organizational Fairness among Precarious Workers: The Critical Role of Anomie at the Work

Precarious workers usually have some of the most unstable working conditions in any country. In this research, we firstly investigated the influence of organizational fairness on the emotional exhaustion and leave intentions of Peruvian precarious workers. Then, we tested the mediating role of anomie at work in the relationship between organizational fairness and the emotional exhaustion and leave intentions of precarious workers. To identify the impact of organizational fairness on these workers, we conducted a cross-sectional survey among 206 precarious workers in Peru. Our results showed that treating precarious workers fairly reduced their emotional exhaustion and leave intentions. Furthermore, we found that anomie at work mediate the relationship between organizational fairness and the emotional exhaustion and the relationship between organizational fairness and leave intentions of precarious workers. We provide empirical evidence of the critical role of organizational fairness in the reduction of emotional exhaustion and leave intentions among precarious workers. Examining the consequences of precarious workers’ perceptions of organizational fairness is needed for owners and managers of companies to have a clear understanding of how precarious workers’ working environments may shape their attitudes and work behaviors.

Interplay between different forms of power and meritocratic considerations shapes fairness perceptions

Power imbalance often leads to unequal allocations. However, it remains largely unknown how different forms of power and meritocratic considerations interact to shape fairness perceptions. Using modified Ultimatum Games, we examined how two power forms—decision power and availability of attractive outside option—affect bargaining behavior and fairness perceptions, and how meritocratic considerations are incorporated into the fairness perceptions of powerful and powerless individuals. We identified an asymmetric power effect: having increased decision power or attractive outside options independently increased self-advantageous allocations and self-serving fairness perceptions, whereas the combined lack of both power forms led to self-disadvantageous allocations but had no influence on fairness perceptions. The power effect on fairness perceptions became symmetric when power was obtained through a meritocratic process (procedural justice). In contrast, relative contributions to resource production (distributive justice) did not moderate power effects. We provide causal evidence that the powerful, but not the powerless, strive to minimize cognitive dissonance between behavior and fairness perceptions by interpreting fairness in self-serving ways. This study contributes novel insights into the interplay between different power forms, the asymmetry of power effects, the moderating role of procedural justice, and the mediating role of behavior in the power-driven adjustment of fairness perceptions.

Factors Affecting Online Purchase Intention of Prospects: A Study in Nepalese Context

Various factors influence potential buyers' purchase intention from stores. Attitude towards online shopping, perceived customer service, quality, and price fairness may also determine the prospects' intention to buy or not. Amid Covid-19, many traditional stores adopted digital platforms to reach and serve customers. In this context, this study aimed to examine how the attitude towards online shopping, prospects' perception of customer service of online stores, quality perception, and price fairness perception affect purchase intention. This study used the Ordinary Least Square model to examine the effect of independent variables on the dependent variable. 3 presents the Correlation between the variables attitude, perceived customer service, quality, price fairness, and purchase intention of the respondents. The correlation test revealed significant positive correlations between the stated variables. The study employed a survey method to collect data from 425 respondents, using a structured-self administered questionnaire. The collected data were coded, entered, and analyzed in Statistical Package for Social Science (25). The result of the study indicated a significant positive impact of attitude, perceived customer service, quality perception, and price fairness perception on purchase intention. The contribution of this study highlights the positive impact of the stated variables on the purchase intention of the prospects in the Nepalese social context. This information may be helpful for online stores to improve their marketing performance.

Tax Compliance Behavior Among Malaysian Taxpayers: A Dual-stage PLS-SEM and ANN Analysis

The tax system provides the necessary financial resources to a country’s administration to use the collected resources for the welfare of the general public and the development of general infrastructure. Therefore, compliance with the prevailing tax system is necessary for a country’s political and administrative system to survive. The current study aims to explore the intention to comply and the compliance behavior toward the tax system among Malaysian taxpayers. The data were collected using the survey method, and quantitative data were analyzed using the dual-stage methods of partial least squares structural equation modeling (PLS-SEM) and artificial neural network (ANN). The analysis results showed that the perceived fairness of the tax system, tax penalties, and tax awareness were significantly related to the intention to comply with the tax rules and regulations. Furthermore, the intention to comply with the tax system significantly influenced tax compliance behavior. The ANN analysis confirms that tax awareness, tax penalties, and fairness perception are the three most important factors influencing tax compliance. The tax authorities need to build the taxpayers’ confidence in the prevailing tax system and streamline the tax system to reduce tax complexity. Consequently, the taxpayers will start paying the correct and timely tax liabilities. The study’s limitations and future research avenues are documented at the end of this paper.

Fairness perceptions of algorithmic decision-making: A systematic review of the empirical literature

Algorithmic decision-making increasingly shapes people's daily lives. Given that such autonomous systems can cause severe harm to individuals and social groups, fairness concerns have arisen. A human-centric approach demanded by scholars and policymakers requires considering people's fairness perceptions when designing and implementing algorithmic decision-making. We provide a comprehensive, systematic literature review synthesizing the existing empirical insights on perceptions of algorithmic fairness from 58 empirical studies spanning multiple domains and scientific disciplines. Through thorough coding, we systemize the current empirical literature along four dimensions: (1) algorithmic predictors, (2) human predictors, (3) comparative effects (human decision-making vs. algorithmic decision-making), and (4) consequences of algorithmic decision-making. While we identify much heterogeneity around the theoretical concepts and empirical measurements of algorithmic fairness, the insights come almost exclusively from Western-democratic contexts. By advocating for more interdisciplinary research adopting a society-in-the-loop framework, we hope our work will contribute to fairer and more responsible algorithmic decision-making.

Perceived Appraisal Fairness Effect on Performance Appraisal Effectiveness and Appraisal satisfaction in Higher Education

Purpose: The reactions of ratee to appraisal practices and their perceptions of appraisal system fairness may be a good indicator of appraisal system success. This research investigates employees' perception of performance appraisal (PA) aspects connected with organizational justice on Performance Appraisal effectiveness and employee satisfaction with the evaluation process in higher education.
 Design/Methodology/Approach: The partial least square structural equation modeling (PLS-SEM) was employed to check the hypothesized results. Overall, 497 respondents filled the questionnaire with their views on appraisal fairness, effectiveness, and satisfaction with appraisal practices.
 Findings: The findings show a positive relationship between organizational justice dimensions (socially determined justice and structurally determined justice) with effectiveness and satisfaction with the appraisal system. However, satisfaction with performance appraisal effectiveness and socially determined justice do not have a statistically significant relationship. Furthermore, there is a significant mediation relationship between the appraisal system's effectiveness, employee satisfaction with performance appraisal, socially determined justice, and structurally determining justice.
 Implications/Originality/Value: The study presents some useful suggestions to managers working as appraisers on increasing the performance appraisal system effectiveness and making it acceptable for the employees with their satisfaction.

Managing price changes: Role of consumer thinking styles on perceived price fairness and purchase intention

Consumers expect companies to practice fair pricing. Understanding the underlying cognitive mechanism that determines consumers’ price fairness perceptions is significant. It could help mitigate negative outcomes from unfairness perceptions and place firms in a better competitive position. This study examines the role of consumers’ thinking styles in perceived price fairness and purchase intention in a price increase situation. An online experiment was conducted wherein 171 participants across India, primarily from tier-1 cities frequently using car rental services, took part from September to December 2021. The majority of the participants (72) were 21-30 years old (42%). All involved participants met the initial criteria of using car rental services at least once a week. Proposed hypotheses were checked by one-way ANOVA following Tukey post hoc test and PROCESS. One-way ANOVA results shows a significant influence of thinking styles on cognitive attribution with large effect size, F(2, 168) = 28.04, p < .001, η2 = 0.25; presents a significant influence of thinking styles on perceived price fairness with large effect size, F(2, 168) = 30.07, p < .001, η2 = .0.26; demonstrates a significant influence of thinking styles on purchase intention F(2, 168) = 19.94, p < .001, η2 = .0.19. Findings revealed that, in the face of a price increase occurrence, consumers thinking holistically and analytically differ in perceived price fairness and purchase intention. Furthermore, holistic thinkers with higher cognitive attribution perceive a price increase as fairer. Thereby, they have higher purchase intention than analytic thinkers. Acknowledgment This study received support from Internal Grant Agency (project number IGA/FaME/2022/010), Tomas Bata University in Zlín.

Perception and practice regarding management of childhood fever among parents of under five children in tertiary level of hospital, Nepal

Background: Fever is an extremely common occurrence in paediatric patients and the most common cause for hospital visit. Lack of knowledge regarding childhood fever can cause distress and anxiety among parents. It is one of the main reasons parents seek reassurance and advice from health care professionals. The objective of the study was to assess the perception and practice regarding management of childhood fever among parents of under five children.Methods: The analytical cross sectional study design was conducted among 135 parents of under five children admitted in medical ward of Kanti childrens’ hospital. Kathmandu Nepal, from December 2019 to January 2020. Face to face interview was done for data collection. Self-developed five points Likert scale was used for assessing perception and checklist was used for practice. Obtained data were analyzed by using SPSS version 20, descriptive and inferential statistics was used.Results: Study shows that majority of respondents were of age less than 30 years and 81% were female. Greater part of respondents 71.8% had fair perception on childhood fever. At the same time, half of the respondents 50.4% had poor practices on childhood fever management. The level of perception is strongly associated with educational status (p=0.002) while level of practices is strongly associated with number of children (p=0.040 and residence (p=0.001) of respondents.Conclusions: Overall findings showed that more than two third of the respondents had fair perception towards childhood fever and about half of the respondents had poor practices of childhood fever management which concluded the need of educational intervention and additional research regarding childhood fever.