Perceptions Of Unfair Treatment Research Articles

Differential effects of perceived discrimination on the diurnal cortisol rhythm of African Americans and Whites

The current study considered the influence of perceived discrimination on the diurnal cortisol rhythm of 50 African American older adults and a matched comparison groups of 100 Whites (M(age)=56.6; 58% female). The role of socioeconomic status (SES) as a moderator of the effects of discrimination on the diurnal decline was also considered for each group. In support of the idea that perceptions of unfair treatment take on a unique meaning for stigmatized minority groups, results suggest that perceived discrimination is associated with a flatter (less healthy) diurnal slope among Whites but a steeper (more healthy) diurnal slope among African Americans. Perceived discrimination was also found to be more strongly associated with a steepening of the diurnal slope among lower SES African Americans than higher SES African Americans.

Nurses’ stories about their interactions with patients at the Holy Family Hospital, Techiman, Ghana

Factors, which induced positive nurse-client interac-tions and barriers to positive nurse-client interactions from the perspective of nurses at Holy Family Hos-pital, were explored. In all, twelve State Registered Nurses participated in semi-structured interviews. Factors which induced positive nurse-client interac-tion included availability of adequate time, showing empathy, giving prompt care, considering nursing as a call (spiritual interpretation) and rendering holistic care. Factors which induced negative nurse-client interaction included differences in beliefs between the nurse and the client, perceptions of unfair treatment, payment requirement and processes, issues with clients’ relatives, client issues, miscommunications and misunderstandings about treatment needs, coer-cion, forced dependence, human resource issues, professional nursing issues, issues with work envi-ronment, nurse issues, lack of communication and good interaction, and dropping of professional ethics. Suggestions for nursing education, practice and ad-ministration have been outlined. Among them is the need to use role-play as a major teaching method for nursing students to develop empathic behaviours so that they can put themselves in clients’ situations. This understanding will allow them to practise quality nursing after completing their educational programs. There is also the need for policy makers in nursing to institute measures to hold nurses accountable if they abuse clients or clients’ relatives. Lastly, as an important tool, nurses and other health care workers can make use of reflective practice to evaluate their professional interactions with clients and their relatives. This will foster positive nurse-client interaction in future.

Success Factors in Cooperative Online Marketplaces: Trust as the Social Capital and Value Generator in Vendors-Exchange Relationships

The business reliance on cooperative online exchanges for business-to-business transactions is on the rise. This paper examines the factors contributing to the success of vendor-exchange relationships in this type of marketplace. We use a Critical Realism approach to identify constructs salient to vendors-exchange relationships. A synthesis of value creation, social capital, and trust theories is used for conceptualizing the model. The model is tested using the data from a survey of vendors participating in a cooperative exchange. Results indicated that value creation was the main source of continuance in vendors-exchange relationship. However, the perception of value depended to a larger degree on the relationship quality and to a lesser degree on transactional exchanges (using the exchange's technology solutions as the sources of transaction), indicating the strength and extent of vendors-exchange relationship is an intangible asset for the exchange company. We also found that the exchange company's innovativeness was critical to the perceived quality of transactional exchanges, whereas perception of unfair treatment and communication quality influenced relationship quality. The results also indicated that trust was the main source for the social capital that contributed to perceived value of relationship. The ability of the exchange company to build a community was another factor contributing to the success of this relationship.

The Importance of Organizational Justice in Ensuring Research Integrity

The professional behavior of scientists, for good or ill, is likely associated with their perceptions of whether they are treated fairly in their work environments, including their academic department and university and by relevant regulatory bodies. These relationships may also be influenced by their own personal characteristics, such as being overcommitted to their work, and by the interactions between these factors. Theory also suggests that such associations may be mediated by negative or positive affect. We examined these issues using data from a national, mail-based survey administered in 2006 and 2007 to 5,000 randomly selected faculty from biomedical and social science departments at 50 top-tier research universities in the United States. We found that perceptions of justice in one's workplace (organizational justice) are positively associated with self-report of "ideal" behaviors and negatively associated with self-report of misbehavior and misconduct. By contrast, researchers who perceive that they are being unfairly treated are less likely to report engaging in "ideal" behaviors and more likely to report misbehavior and misconduct. Overcommitment to one's work is also associated with negative affect and interacts with perceptions of unfair treatment in ways that are associated with higher self-report of misbehavior. Thus, perceptions of fair treatment in the work environment appear to play important roles in fostering-or undermining-research integrity.

Race, Gender, and the Perception of Recently Experiencing Unfair Treatment by the Police: Exploratory Results From an All-Black Sample

Using a national poll with a representative sample of Blacks (N = 854), this article examined the experiences of those Blacks who believe that they had recently been treated unfairly by the police. More specifically, the research examined the role of gender in the perception of unfair treatment by the police. The results of the analysis from the full sample found that age (being older), region (being from the South), and being female decreased the likelihood of reporting having been recently treated unfairly by the police. To examine the differences between Black men and women, the authors conducted a split-sample binary logistic regression analysis. The analysis revealed that Black women who resided in the South were less likely to report experiencing unfair treatment by the police. For Black men, being older and having a higher income resulted in the reduced likelihood of the perception of having been treated unfairly. The implications of the research also are considered.

Job Satisfaction, Burnout, and Perception of Unfair Treatment: The Relationship Between Race and Police Work

In the past two decades, cultural diversity within police forces has increased. However, there is little research conducted on the impact of race on police officer attitudes toward police work. This study employed the multivariate technique of logistic regression to determine predictors of job satisfaction, burnout, and perception of unfair treatment. The findings indicate that African American police officers are more likely to feel criticized, more likely to believe they are perceived as militant, and less likely to feel negative or depressed about work.

Unfair Treatment, Discrimination, and Ambulatory Blood Pressure in Black and White Adolescents.

The authors tested the hypotheses that unfair treatment and its attribution to race, physical appearance, and peer group were related to elevated ambulatory blood pressure (ABP). During 2 school days, 207 Black and White adolescents wore an ABP monitor and answered questions about mood, posture, location, and activity level at the time of the ABP assessment. At a separate session, in-clinic resting blood pressure and perceptions of unfair treatment were measured. Multilevel mixed models showed that unfair treatment and its attribution to race were not associated with ABP. However, adolescents who indicated that the primary reason for unfair treatment was their physical appearance had elevated ABP. Feeling unfairly treated because of physical appearance may impact blood pressure uniquely during the adolescent transition.

Developing Strategic Supplier Alliances in the Australian Automotive Industry: A Case Study

Traditional purchasing practices typically play a supportive role to production, but recently the purchasing function has been recognised as being capable of making significant contributions to a firm's corporate objectives through the development of strategic supplier alliances or relationships between manufacturers and their supplier networks. This study focuses on the nature and progress of strategic supplier relationships in the automotive industry. It examines the progress made towards partnership relationships by the Australian subsidiary of a major Japanese motor vehicle manufacturer. These relationships are examined using Helper's 1991 framework which classifies relationships as ‘voice’ or ‘exit’ according to the method used to resolve problems between the parties. Voice relationships arise from joint problem resolution, exit relationships arise from the threat of withdrawal by the customer. Previous research in Japan, Europe and the United States suggests that voice relationships lead to better performance than non‐voice relationships. This research was carried out at an organisational rather than an industry level, surveying the suppliers to one major motor vehicle manufacturer. It examined the extent of information exchange and commitment from the suppliers' perspective. The suppliers were classified along a continuum from voice to transitional to exit relationships on the basis of information exchange and commitment. The results indicated that from a supplier perspective fewer voice or true strategic alliances existed than the manufacturer would like, with limited progress made towards them to date. There was evidence of supplier mistrust towards the manufacturer and perceptions of unfair treatment by the manufacturer. Future development of supplier relationships will depend on the manufacturer's ability to recognise and address the current of mistrust which remains as a legacy of past practices.

The Role of Communication in Managing Perceived Inequity

Many destructive behaviors in the workplace result from a person's perception of unfair treatment and the attempt by that person to restore a feeling of equity in his or her life. This article proposes that the factors that affect the redress of inequity by the underrewarded person can be categorized, and that only one category is both tangible and manageable. Suggestions are made for applications of effective managerial communication as a tool to deter undesirable behavior resulting from the perception of inequity.

Relational Exchange Norms, Perceptions of Unfairness, and Retained Hostility in Commercial Litigation

Relational Exchange Theory suggests that the norms that govern commercial exchange behavior in discrete transactions are markedly different from those in relational exchange. When parties to commercial exchange become involved in a manifest conflict episode, it might be expected that the types of norms that govern their relationship will affect their characterization of each other's conflict behavior. This article proposes a model of conflict in commercial exchange relationships. The model focuses on how the prevailing exchange norms of solidarity, role integrity, and mutuality impact a party's perception of unfair treatment, and how causal attributions mediate those effects. The perception of unfairness is then linked to the level of hostility that is retained after the conflict episode ostensibly has been terminated. Several hypotheses are tested using a sample of firms engaged in contract litigation. The norm of solidarity and its interaction with the causal attribution measure are found to be significantly related to the level of perceived unfairness. Perceived unfairness is also significantly related to retained hostility.