Perceptions Of Procedural Fairness Research Articles

Do minorities perceive procedural fairness merely in terms of ethnic bias suppression? Evaluation of the concept of fairness in multicultural conflicts

ABSTRACTThe present study investigated the impact of perceived procedural fairness enacted by societal actors on minority members’ willingness to accept decisions regarding multicultural issues. We particularly focused on ethnic bias suppression, which we expected to be highly salient in this type of conflict and deemed pivotal given its impact on the collective social self. Four studies (one cross-sectional study and three experiments) were conducted in African American minority samples. The results revealed that: (1) perceptions of procedural fairness cannot be reduced to solely evaluations of ethnic bias suppression, (2) the weight placed on bias suppression is indeed substantial, (3) procedural fairness and bias suppression each play a strong role in shaping minority members’ legitimacy perceptions of a decision-maker, and in turn, (4) decision acceptance. Theoretical and practical implications are discussed.

Distributive fairness and local acceptance of wind turbines: The role of compensation schemes

To address increasing opposition to wind projects in Denmark three compensation schemes were introduced in the 2008 Renewable Energy Act. The aim was to address issues of distributive fairness and thereby to increase local acceptance. This paper analyses the role of two individual compensation schemes – the property value-loss scheme and the co-ownership scheme – on local citizens’ perceptions of fair distribution of the benefits and burdens of wind energy projects. The qualitative case study of three Danish wind energy projects discloses that distributive unfairness was a prevalent concern among local citizens, and that this concern was inseparable from perceptions of procedural fairness and recognition. The key conclusion is that the two compensation schemes are not successfully offsetting perceptions of unfair distribution. The schemes are challenged by a multitude of intertwined concerns. The compensation schemes are not equipped to address the plethora of non-monetary values affected by the wind projects. Specifically the compensation schemes are criticised for not offering adequate local benefits or distribution thereof, equal access, fair procedures and transparency. In fact the schemes were by some considered unfair and created perceptions of lack of recognition and bribery which undermined their role in promoting distributive fairness and local acceptance.

A dynamic perspective on consumers’ price fairness perception: Empirical evidence from the airline industry

This paper investigates the concept of perceived price fairness and its dynamic alteration along the customer buying cycle. Today, variable pricing is widespread in many service industries. Besides the current sales price, customers are extensively exposed to varying external reference prices (for example, advertised prices). Thus, this pricing practice risks being perceived as unfair at some stage along the purchasing process, and negative consumer reactions cannot be ruled out. However, previous research has adopted a quite static approach, which only offered an incomplete picture of fairness perceptions with a specific service offer. To better capture the dynamics, this study conducted a scenario-based experiment with 459 airline customers encompassing repeated measures. The results provide evidence that the perception of distributive and procedural fairness significantly varies with the exposure to changing external reference prices along the buying cycle. Therefore, marketers should be cautious regarding price variations and advertised prices.

Personal characteristics and applicants’ perceptions of procedural fairness in a selection context

PurposeThe purpose of this paper is to examine a varied set of personal characteristics (i.e. cultural values tied to Confucianism, Big Five personality attributes and test experience) for their combined ability to predict job applicants’ expected and experienced procedural fairness in the context of personnel selection.Design/methodology/approachA total of 324 applicants were surveyed as part of a process to select entry-level positions at a large IT manufacturing company in eastern China. Data were gathered in two waves, such that applicants’ personal characteristics and fairness expectations were obtained prior to their perceptions of procedural fairness, which were collected after the selection interview.FindingsConfucian values, neuroticism, conscientiousness and test experience all predicted applicants’ procedural fairness expectations. Only test experience had both direct and indirect effects on procedural justice perceptions. All other effects involving personal characteristics and experience of procedural fairness were mediated by applicants’ fairness expectations.Research limitations/implicationsThe demonstration of the impact of a varied set of personal characteristics on applicants’ perceptions of procedural fairness is consistent with theory-driven models intended to understand and predict these perceptions. The findings suggest, among other considerations, that multinational businesses cannot assume that a standardized approach to selection will be viewed in the same manner by applicants across national contexts.Originality/valueThe authors show, in an operational employee selection context, how a varied set of personal characteristics can usefully combine to predict applicants’ procedural fairness expectations, as well as their experience of procedural fairness.

Perceived police fairness: exploring the determinants of citizens’ perceptions of procedural fairness in Ghana

ABSTRACT The purpose of this study is to examine factors affecting citizens’ perceptions of police procedural fairness. More specifically, using data systematically collected from two large metropolitan areas in Ghana, the current study examines the independent contributions of three categories of factors – demographic factors, attitudinal factors, and experiential factors – on perceptions of fairness. An ordinal regression analysis conducted to assess the predictive effects of these variables indicates that citizens’ assessments of police fairness are largely driven by their experiences with the police, views about police effectiveness, levels of trust in the police, and their own individual characteristics. These observations are noteworthy, and provide a platform for future research, policy formation, and continued debate about the utility of the procedural justice theory in policing.

Association Between Deviation of Fairness Perceptions from Group Average and Serious Psychological Distress in Japanese Worksites: a Cross-Sectional Study

BackgroundWorkers with deviating fairness perceptions are likely to be excluded and become isolated at worksites, leading to psychological distress. The study aimed to examine the cross-sectional association between deviation of fairness perception from the group average and serious psychological distress in Japanese worksites.MethodsSecondary data analysis of an existing Japanese occupational cohort data using a multilevel logistic regression model was conducted for 8701 workers from 12 companies in Japan who participated in the baseline survey (from April 2010 to March 2012). Individual perception of interactional and procedural fairness was measured with the Japanese version of the Organizational Justice Scale. Group averages were calculated within workers’ reference groups, categorized by company affiliation, age group, gender, and occupational class. Psychological distress was measured using the K6 scale, and serious psychological distress was defined as a total K6 score of 13 or more.ResultsBoth low deviation and high deviation of interactional fairness perception were significantly and positively associated with serious psychological distress (odds ratio (OR) = 1.24, 95% confidence intervals (CI); 1.03–1.49 and OR = 1.57, 95% CI; 1.12–2.19), independently of individual-level fairness perception, group-level mean fairness perception, demographic characteristics, and health-related behaviors. Only high deviation of procedural fairness perception was significantly and positively related to serious psychological distress (OR = 1.51, 95% CI; 1.11–2.06).ConclusionsThe results indicated that divergent perceptions of fairness at worksites may deserve further exploration for equal achievement of workers’ psychological well-being.

Climate change adaptation, social capital, and the performance of polycentric governance institutions

How do patterns of interactions among policy actors shape their ability to contribute to climate change adaptation decision-making processes in fragmented regional governance settings? We address this question through statistical models of adaptation policy actors’ assessments of access to scientific/technical information as well as their perceptions of cooperation and procedural fairness across numerous adaptation decision-making processes operating in the Lake Victoria region, East Africa. We measured actors’ collaborative interactions as well as their participation in task forces, steering committees, and other policy forums that have emerged in response to the challenges of building adaptive capacity to the effects of climate change in the region. Because information access, cooperation, and procedural fairness are shaped by social processes, we tested how the performance of policy forums varied according to different measures of social capital. Specifically, we distinguished between bridging social capital (the value of relationships that span or broker between distinct subgroups) and bonding social capital (which results from frequent interaction or from clustered relationships within subgroups). We found that measures of bridging social capital had a positive effect on actors’ assessments of their access to information in policy forums, but a negative effect on their perceptions of cooperation and procedural fairness in forums. In contrast, measures of bonding social capital had a positive effect on cooperation and procedural fairness, but no effect on information access. Taken together, our results suggest that different forms of social capital have separate—and potentially opposing—effects on distinct measures of the performance of adaptation policy forums. The relative importance of each performance measure, which may vary from one policy forum to another, should guide efforts to encourage different forms of social capital across the numerous decision-making processes that comprise regional climate change adaptation governance systems.

Information, beliefs, and motivation: The antecedents to human resource attributions

SummaryDespite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave survey of 347 academic faculty in the United Kingdom, examining their attributions of the purpose of their institution's workload management framework. After two preliminary studies (an interview study and a cross‐sectional survey) to establish contextually relevant attributions, we find that fairness and cynicism are important for the formation of internal attributions of commitment but less so for cost‐saving or exploitation attributions. Fairness and cynicism also interact such that distributive fairness buffers the negative attributional effect of cynicism, and individuals are more likely to attribute fair procedures to external forces if they are cynical about their organization. This study furthers the application of attribution theory to the organizational domain while making significant contributions to our understanding of the HR‐performance process.

PROCEDURAL FAIRNESS AS INTERVENING VARIABLE BETWEEN VOICE AND PERFORMANCE EVALUATION FORMALITY ON TRUST

This study aims to test the hypothesis developed by Hartmann and Slapnicar (2009). Thatis to examine the influence of subordinate participation and performance evaluation formality in the process of performance evaluation of trust through the perception of procedural fairness. This research uses a survey method, which is data retrieval through a questionnaire. Subjects in this study are all staffs in one of the University of Malang who has met the criteria. The test used Partial Least Square (PLS). Results showed that the participation of subordinates was not able to improve the perception of procedural fairness directly, but can increase trust. While, the formalities of performance evaluation, directly able to improve the perception of procedural fairness, but can not increase trust. However, if tested indirectly performance evaluation formality can increase trust through the perception of procedural fairness, whereas subordinate participation cannot improve. Conclusion, this study supports the hypothesis developed by Hartmann and Slapnicar (2009), but there are some unsupported hypotheses because of the difference of the research object, where each research object has different evaluation system according to organizational objectives.

Cheater detection in politics: Evolution and citizens' capacity to hold political leaders accountable

The average citizen is often unable to distinguish and choose between political leaders according to their ideological profiles. Research using evolutionary theory shows that citizens instead turn to perceptions of procedural fairness concerning whether leaders follow basic decision-making rules such as passing policies without personal interest and displaying responsiveness to citizens' opinions. Some argue that this helps citizens “weed out” questionable leaders; others question citizens' ability to distinguish those following the rules from those who do not. To address this question, I build on psychological research showing that the mind possesses a natural ability, a cheater-detection system, enabling the detection of self-interested others who violate social rules. Introducing an experimental protocol from psychology embedded in cross-national surveys, I show that this system also operates when citizens evaluate political leaders, facilitating identification of leaders who violate basic decision-making rules. The findings advance our understanding of citizens' democratic competences and followers' cognitive abilities generally.

How procedural experiences shape citizens' perceptions of and orientations toward legal institutions: evidence from a household survey in Bangladesh

Integrating theories and research on procedural justice and policy design, this article provides insight about how institutional context and experiences shape citizens' perceptions about procedural fairness and trust and confidence in legal institutions. We address this question with data collected through a household survey in Bangladesh. The analysis shows that citizens' experiences with legal institutions vary across four separate justice venues. We find that openness of decision processes, perceived competency of the decision maker, and whether citizens needed to pay a bribe to obtain legal service affect procedural fairness perceptions. Moreover, the results show that perceptions of procedural fairness relate positively with citizens’ willingness to return to that justice institution but not with complying with authorities. Implications for research on effective governance are discussed.

PENGARUH PROSES EVALUASI KINERJA TERHADAP PERSEPSI PROCEDURAL FAIRNESS: STUDI DI PERGURUAN TINGGI

This study aims to test the process of performance evaluation particularly the formality and participation may effect the procedural fairness. Research conducted in universities as educational institutions that prioritizes quality of education involving all work units. Survey method was apllied by distributing questionnaires to 70 educational staff. 55 questionnaires were returned and 47 questionnaires were qualified to be analyzed in this study. Regression analysis was applied withing the research to conduct hypothesis testing. The results exposes formalities of performance evaluation effects the perception of procedural fairness, yet participation does not effect the perception of procedural fairness. It may happen since respondents prefer to understand the right instrument in assessing performance in performance evaluation is more important than participation in evaluation. Being aware of the results from the research, the process of performance evaluation requires formalized practical implication in order to obtain fairness evaluation process for everyone in the organization.

Stakeholder trust in a state wildlife agency

ABSTRACTTrust in science and government regulatory agencies (e.g., state wildlife agencies) is a growing issue among wildlife managers and administrators who are attempting to engage stakeholders and develop effective, public wildlife conservation. However, a paucity of research has investigated attributes affecting stakeholder trust in wildlife agencies. We proposed a theoretical model of 2 key factors that can affect levels of trust: procedural fairness and technical competency. We used structured equation modeling to examine the influence of these factors on trust in a state wildlife agency by a prominent wildlife stakeholder, licensed hunters ≥18 years old. We tested the model with results from a mail‐back questionnaire (n = 2,708 respondents, 39.6% response rate) about trust in the Michigan Department of Natural Resources’ Wildlife Division. The respondent population closely reflected Michigan's population of hunting license‐holders regarding demographic and geographic composition. The modified measurement model fit the data well, supporting the uniqueness of the procedural fairness, technical competency, and trust measures. The test of the structural model indicted that stakeholder perceptions of procedural fairness and technical competence exhibited by agency personnel positively influenced trust; however, the coefficient for procedural fairness was nearly 4 times greater than that of perceived technical competence of personnel. Perceived congruency of values between stakeholders and the agency was the most important modifier of the relationship of fairness and competency on trust. Our findings identify influential pathways wildlife professionals generally and state wildlife agencies specifically can take to strengthen stakeholders’ trust and confidence in their agencies. The complexity of public wildlife management ensures that there always will be factors affecting trust in state wildlife agencies for which agencies can do little about. Yet, development of decisions processes perceived by stakeholders to be fair and transparent and investment in agency personnel with skills in stakeholder engagement likely will be effective ways to foster trust and confidence in state wildlife agencies. © 2018 The Wildlife Society.

The social psychological processes of ‘procedural justice’: Concepts, critiques and opportunities

Contemporary research on policing and procedural justice theory (PJT) emphasizes large-scale survey data to link a series of interlocking concepts, namely perceptions of procedural fairness, police legitimacy and normative compliance. In this article we contend that as such, contemporary research is in danger of conveying a misreading of PJT by portraying a reified social world divorced from the social psychological dynamics of encounters between the police and policed. In this article we set out a rationale for addressing this potential misreading and explore how and why PJT researchers would benefit both theoretically and methodologically through drawing upon advances in theoretical accounts of social identity, developed most notably in attempts to understand crowd action. Specifically, we advance an articulation of a ‘process-based’ model of PJT’s underlying social and subjective dynamics and stress the value of ethnographic approaches for studying police–‘citizen’ encounters.

The psychological effects of centrality bias: an experimental analysis

This paper examines the psychological mechanisms that are activated by centrality bias in the context of subjective performance evaluation. Centrality bias refers to compressed evaluations of subordinates, implying that the variance in the performance of the evaluated employees is higher than the variance in the rewards determined by the superior. Based on insights from the social psychology literature, we argue that centrality bias may trigger different psychological mechanisms which affect the subordinates’ willingness to exert work effort. We propose that these effects differ depending on whether employees are above-average or below-average performers. In line with our predictions, we detect a considerable asymmetry in the effects of centrality bias. In particular, we find that the relationship between centrality bias and the willingness to exert work effort is negatively mediated by controlled motivation and procedural fairness perceptions for above-average performers. For below-average performers, we find that centrality bias is positively related to procedural fairness perceptions which are, however, unrelated to the willingness to exert work effort. In addition, we shed light on the role of peer information and find that its disclosure has not a significant impact on the psychological mechanisms at work.

The Application of Procedural Justice Research to Judicial Actions and Techniques in Settlement Sessions

This paper presents a questionnaire that is a work in progress. The questionnaire is designed primarily to assess lawyers’ perceptions of the procedural justice offered by judicial settlement sessions in individual civil, non-family cases. The questionnaire may be used by: judges seeking confidential feedback on their management of settlement sessions; individual courts or court systems seeking systematic information regarding their judges’ settlement efforts; and larger empirical research projects. To explain the need for the questionnaire, the paper provides a brief contextual history of judicial settlement in the U.S., including the evolution of relevant rules of civil procedure and judicial ethics provisions and the current state of judicial performance evaluation. Because the logic of the questionnaire is grounded in procedural justice, the paper also examines the procedural elements that most reliably lead to perceptions of procedural fairness: the opportunity for voice; respectful treatment from the decision-maker; even-handed treatment by the decision-maker and neutrality of the forum; and trustworthy consideration from the decision-maker. The questionnaire is designed to expand upon the current state of knowledge regarding the procedural justice provided by judicial settlement by asking questions designed to identify: 1) the concrete judicial actions that occur during settlement sessions; 2) the relationship between these concrete actions and lawyers' (and clients') perceptions of procedural and substantive justice; and 3) the influence of certain contextual factors upon such perceptions (e.g., whether the settlement judge is the presiding judge, whether the judicial action occurred in joint session or caucus, and whether the parties suggested or requested the settlement session). The lawyer questionnaire is the first of a planned set of questionnaires on judicial settlement that will also include questionnaires for clients and judges.

The talent climate

PurposeNavigating a dynamic global landscape, businesses must not only define talent strategy but apply it effectively in practice. By intentionally establishing consistent talent practices, discernible to employees, organisations signal priorities for talent, establishing a psychological “climate for talent” to sustain talent development over time. The strong talent system and talent climate are introduced. The purpose of this paper is to introduce the importance of organisational context to talent management.Design/methodology/approachA strategic climate for talent and strong talent system are theorised with “strong situation” specifications: distinctiveness, consistency, consensus and context.FindingsA strategic climate for talent is defined. Empirical study is required to develop and validate the talent climate construct.Practical implicationsEmployees’ interpretations of talent practices as signals of organisational priorities will influence the effectiveness of talent strategy implementation. This paper highlights the importance of a contextually relevant, consistently implemented talent system which signals the organisation’s invitation to employees to develop their potential in alignment with business strategy, enhancing career outcomes and supporting employees’ perceptions of inclusion and procedural fairness in talent management (TM). It supports management practice in an increasingly dynamic context to implement sufficiently distinct, consistent and contextually relevant talent practices.Originality/valueThe strategic climate for talent, perceivable by individual employees and resulting from a strong talent system, is introduced. This paper extends strategic human resources management, TM and climate literatures introducing a cross-level model of strategic organisational climate which examines proximal employee outcomes of TM practices.

The Winner Takes It All: Revisiting the Effect of Direct Democracy on Citizens’ Political Support

Despite the strong theoretical expectations about the beneficial effect of direct democratic instruments on citizens’ political support, the empirical evidence is scarce and inconsistent. We add to this literature by studying the effect of the use of a direct democratic process on citizens’ political support and its underlying causal mechanism. Using a unique research design that combines a strong test of causality with a high level of ecological validity, we surveyed inhabitants of a Belgian neighborhood that held a local referendum and a comparison group (i.e. inhabitants of a comparable neighborhood without referendum) before and after the referendum (n = 1049). Using difference-in-differences analysis and first difference regression analysis, we show that in line with our expectations the increase in political support following the referendum is not driven by involvement or procedural fairness perceptions but by an increase in support levels among the winners of the decision. Moreover, despite the contested nature of the issue, losers’ level of political support did not decrease significantly after the result of the referendum was announced.

Citizen perceptions of procedural fairness and the moderating roles of ‘belief in a just world’ and ‘public service motivation’ in public hiring

This article expands our knowledge of how variation in public administrative processes affects citizen perceptions of procedural fairness (CPPF). Focusing on a specific administrative process—the selection and hiring process—we use a survey experimental design among 823 US citizens and examine the effect of a public hiring process involving the appearance of advocacy from an applicant's social contacts on CPPF. Moreover, we theoretically and empirically examine the moderating effects of two psychological constructs: ‘belief in a just world’ and ‘public service motivation’. We find that citizens rate the procedural fairness of a hiring situation much lower when the situation appears to be influenced by an applicant's social contacts. However, citizens who report stronger ‘belief in a just world’ have less concern with a hiring process marked by advocacy, whereas citizens with higher levels of ‘public service motivation’ have more concern.

Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations

Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.