Toward Understanding the Psychology of Reactions to Perceived Fairness: The Role of Affect Intensity

In social psychology it has been argued that the importance of justice cannot be overstated. In the present paper, we ask whether this indeed is the case and, more precisely, examine when fairness is an important determinant of human reactions and when it is less significant. To this end we explore what drives people's reactions to perceived fairness and argue that although social justice research has reported effects of fairness perceptions on people's affective feelings, a close examination of the literature shows that these reactions appear less frequently and less strong than one would expect. It is proposed here that this has to do with the neglect in the social psychology of justice of an important determinant of affective reactions: individuals' propensity to react strongly or mildly toward affect-related events. As hypothesized, findings of two empirical studies show that especially people high in affect intensity show strong affective reactions following the experience of outcome fairness (Study1) and procedural fairness (Study2). When affect intensity is low, however, weak or no fairness effects were found, suggesting that then fairness may not be an important issue. In the discussion it is thus argued that incorporating affect intensity into the justice literature may further insights into the psychology of reactions toward fairness.     

The Role of Trust in Nurturing Compliance: A Study of Accused Tax Avoiders

Why an institution's rules and regulations are obeyed or disobeyed is an important question for regulatory agencies. This paper discusses the findings of an empirical study that shows that the use of threat and legal coercion as a regulatory tool--in addition to being more expensive to implement--can sometimes be ineffective in gaining compliance. Using survey data collected from 2,292 taxpayers accused of tax avoidance, it will be demonstrated that variables such as trust need to be considered when managing noncompliance. If regulators are seen to be acting fairly, people will trust the motives of that authority, and will defer to their decisions voluntarily. This paper therefore argues that to shape desired behavior, regulators will need to move beyond motivation linked purely to deterrence. Strategies directed at reducing levels of distrust between the two sides may prove particularly effective in gaining voluntary compliance with an organization's rules and regulations.     

Threats to Perceptions of Fairness in the Termination of Parental Rights

Termination of parental rights (TPR) proceedings are among the most important family court activities. This study contributes to knowledge of the TPR process by illustrating practices employed in TPR proceedings and considering ways that certain practices can hinder perceptions of fairness. TPR court records from one state were analyzed using inductive coding procedures. The analysis identified nine categories of threats to perceptions of fairness in the TPR process. Findings have implications for procedural justice and the legitimacy of child welfare practice.     

The Importance of Perceptions in Restorative Justice Conferences: The Influence of Offender Personality Traits on Procedural Justice and Shaming

Research suggests that restorative justice (RJ) conferences are more just than traditional court processing due to the presence of procedural justice (PJ). These conferences also promote reintegrative shaming which, in contrast to disintegrative shaming, allows offenders to repair their ties with the community. Yet, fairness and the type of shaming experienced may depend on perceptions of the offender. We argue that the personality traits of negative emotionality and low constraint influence offenders' evaluations of the fairness of these conferences, which have implications for their experience of shaming. We test these arguments using data from a sample of 498 offenders involved in the Australian Reintegrative Shaming Experiments. Results reveal that personality traits affect perceptions of PJ and both types of shaming, and that PJ mediates these effects. The findings support the notion that RJ conferences are perceived to be procedurally just and reintegrative for certain types of offenders.     

Relational Justice in Organizations: The Group-Value Model and Support for Change

This paper examines the psychological dynamics of the Group-Value Model for a behavioral orientation which has seldom been considered in the social justice literature: acceptance and support for change. A field study was conducted, with 176 participants members of an organization which was undergoing a change process. Participants were asked (a) to think of a specific relevant conflict situation with their supervisor; (b) to evaluate supervisor's behavior in that situation, with respect to relational and distributive justice; (c) to state the justice aspects most valued in conflict situations with their supervisor. A test of the model was conducted through a mediation analysis. According to the Group-Value Model (GVM), respect experienced within the group and pride in the group were mediating variables between justice judgements and orientation toward acceptance and support for change in the organization. Interactional and procedural aspects (relational judgements) were the only ones to predict pride, respect, and behavioral orientation, and were also the ones most valued in general conflict situations with the supervisor. The model was also tested at three different levels of analysis: organization as a whole, department, and work group. This confirmed pride and respect within the group as mediating variables between relational justice judgements and orientation toward acceptance and support for change at the department and workgroup levels.     

The Social Context of Responses to Injustice: Considering the Indirect and Direct Effects of Group-Level Factors

Whether individuals evaluate a distribution of outcomes to be unfair and how they respond to it depends upon the social context and their perceptions of why the objective injustice occurred. Here we examine a general feature of the situation that highlights what is often overlooked in distributive justice research: the impact of the group. We conceptualize such impact in terms of the group value model of procedural justice (Lind and Tyler, 1988) and in terms of collective sources of legitimacy (Walker and Zelditch, 1993). The former highlights how the extent to which one feels valued by the group may enhance perceptions of distributive justice (net of actual outcomes) and thus ameliorate the impetus to respond to objective injustice. The latter considers how the dynamics of group influence may reduce the propensity to respond behaviorally to perceived injustice. Our analysis shows how procedural justice and legitimacy (in the forms of authorization and endorsement) may affect attributions in a work setting, and, in turn, influence individuals' justice perceptions and reactions. By combining these elements, we chart for the first time the relative impact of two factors representing elements of the group on an individual's evaluation of and response to distributive injustice.     

Managing Reactions to Performance Appraisal: The Influence of Multiple Justice Mechanisms

Despite the potential for conflict in performance appraisal, researchers have devoted little time and attention to justice concerns when studying this process. The present study used scenarios to investigate the effect of distributive, procedural, and interactional justice mechanisms on responses to performance appraisal reviews. Results suggest that multiple justice mechanisms in the same context may interact to influence perceptions of fairness, satisfaction, and commitment. Practical implications for conducting performance reviews in organizations are discussed.     

Injustice and Employees' Destructive Responses: The Mediating Role of State Negative Affect

The focus of this study was employees' destructive behavioral intentions (i.e., exit, neglect, and aggressive voice) as a result of perceived injustice. In order to get an indication of the generalizability of the results, two studies employing different methodologies were conducted among different samples: a survey study (Study 1) among 244 female maternity nurses from The Netherlands, and a vignette study (Study 2) among 71 male and 43 female employees from an international company in South Africa. Furthermore, the second study tested whether the effects of injustice on destructive behavioral intentions were mediated by state negative affect. Two models appear to fit the data well. The first model suggests that interactional injustice gives rise to negative behavioral reactions through an increase in state negative affect. The second model shows that procedural justice can buffer the negative effects of low distributive justice. Specifically, employees report more negative affect and, subsequently, a stronger tendency to leave the organization only when both distributive and procedural justice are low. The theoretical and practical implications of these findings are discussed.     

The role of procedural justice in the allocation of limited resources: A West German perspective

Following the experimental design used by Barrett-Howard and Tyler (1986), this study examines the importance given by West German university students to procedural and distributive justice allocation decision making. After reading one of eight scenarios in which there was a limited resource to be allocated, the subjects answered questions concerning the importance and meaning of justice. For the most part, the results correspond to previous U.S. findings of the importance of procedural justice and its definition across various allocation settings. However, the West German students placed greater importance on having mechanisms for correcting inadequate decisions than did their American counterparts. Beyond the design of the initial U.S. study, however, the West German students were asked in an open-ended format to discuss their concerns in making the allocation decision. Nearly half of the unprompted responses centered around justice issues.     

Beyond the Overall Balance: The Significance of Particular Tasks and Procedures for Perceptions of Fairness in Distributions of Household Work

This paper outlines an approach to perceptions of fairness that extends beyond the usual emphasis on the overall balance of what each person does. The emphasis falls instead on perceptions of fairness associated with particular tasks and particular procedures (ways of achieving a task division or a redistribution of tasks). The approach is illustrated by the summarized results of a series of studies. Results are discussed in terms of research questions that might now be taken further and in terms of expectations that appear to underlie perceptions of fairness: in particular, ideas about the ownership of tasks and about behaviors appropriate in family relationships.     

Building Houses on Rocks: The Role of the Ethical Infrastructure in Organizations

We present and discuss a theoretical model of an organization's ethical infrastructure, defined as the organizational elements that contribute to an organization's ethical effectiveness. We propose that the infrastructure is composed of both formal and informal elements—including communication, surveillance, and sanctioning systems—as well as organizational climates for ethics, respect, and justice. We discuss the nature of the relationship between these elements and ethical behavior, the relative strength of each of these elements, and their impact on each other. Theoretical and practical implications of this model are presented.     

From Victim to Offender: Female Offenders of Child Sexual Abuse

Historically, women have been seen to have a much lower recorded rate of crime than men. In the area of child sexual abuse, women have figured prominently in official statistics as victims but have had virtually no official recognition as offenders. It is difficult for many people to accept that women do sexually abuse children and this can result in discounting by personnel in child protection services and police. This article discusses female offenders of child sexual abuse and the way in which these cases are processed by the criminal justice system.     

程序公正的价值——兼议实体公正与程序公正冲突的解决

实现公正是法哲学的核心问题。在我国推进法治建设的今天,尤其是目前正处在转型时期,各种利益纠缠在一起,在这样一个价值观剧烈冲突、客观标准剧烈变动,对于实体是否公正不好判断的情况下,程序上的公正就尤为重要了。实体公正与程序公正发生冲突时,应有正确的价值选择以期实现司法公正,实现我国社会主义法治。     

The Effect of Distributive Justice on Willingness to Pay for Municipality Child Care: An Extension of the GEF Hypothesis

Public-goods dilemmas are characterized by conflicts between self-interest and the welfare of a group or society at large. Research has identified several factors that enhance cooperation in such dilemmas. However, less is known about how concern for distributive justice affects willingness to contribute in asymmetric public-goods dilemmas. To test the hypothesis that contributions to a common resource is related to perceived fairness, experiments were performed to investigate willingness to pay to the social service of child care in hypothetical societies. Experiment 1 aimed at replicating a previous survey study (Biel et al., 1997). Experiments 2 and 3 were extensions. In all three experiments subjects were asked to indicate how fair they considered different distributions of the quality of child care provided by their municipality. These distributions corresponded to the principles of equality, equity, and need. University students (32, 48, and 32 in the three experiments, respectively) served as subjects. Ratings of perceived fairness were positively related to willingness to pay. Other factors also positively related to willingness to pay included ability to pay, personal need, expected payment from others, and the number of households who had to contribute in order to maintain the quality. Furthermore, decreasing municipality size increased willingness to pay.     

The meaning of procedural fairness: A comparison of taxpayers’ and representatives’ views of their tax audits

This study compares how taxpayers and their representatives judge the procedural fairness of tax audits. Taxpayers (N=70) and their representatives (N=70) participated in interviews after the completion of their tax audits and were asked to describe their impressions of the audit and auditor and to rate how satisfied they were with the treatment and how hard the auditor tried to be fair. The study compares representatives oriented toward balancing truth and advocating for their client with representatives oriented toward primarily obtaining the best outcome for their client. Results showed that representatives and taxpayers were equally likely to mention the dignity and responsiveness of the audit. Representatives, however, were more likely to mention the quality of the decision, and taxpayers were more likely to infer prejudging than were representatives. Taxpayers and representatives oriented toward truth viewed the process as less fair than did representatives oriented toward obtaining the best outcome. Taxpayers and representatives oriented toward truth also viewed the auditor as less cooperative and less objective than did representatives oriented toward obtaining the best outcome. Representatives and taxpayers, however, generally use the same concerns to evaluate the fairness of the audit, although they disagreed about where the audit fell on these dimensions. Theoretical and practical implications of these results are discussed.     

Fairnes issues and job satisfaction among korean employees: The significance of status value and procedural justice in work orientation

This study investigates how justice or fairness issues such as procedural justice, distributive justice, and status equity affect job satisfaction among Korean employees. Incorporating cultural values and social norms salient in Korea, the study hypothesizes that perceptions of procedural justice enhance more job satisfaction than perceptions of distributive justice among Korean employees. Another hypothesis, based on Korean employees' aspiration for higher occupational status, predicts that perceptions of status equity, i.e., occupational prestige of their current jobs relative to their human capital, also increase job satisfaction more than perceptions of distributive justice. These two hypotheses were tested with a sample of 501 full-time employees in Korea. Supporting the hypotheses, the results indicated that (i) perceptions of procedural justice produce more job satisfaction than do perceptions of distributive justice; and (ii) perceptions of status equity are the most important factor predicting job satisfaction among the three fairness issues. Cross-cultural implications of these findings are discussed in more detail.The author thanks Professor Hyunho Seok and the Korean Social Science Council (KSSC) for their 1990 national survey data sets.     

Beyond normative constraints: Declining institutionalism and the emergence of substantive and procedural justice

Popular notions of what it means to be put on trial invariably generate thoughts of the adversarial criminal trial, most often before a judge and jury. However, the criminal trial as the site for the testing of evidence of wrongdoing via a model of proof that proceeds according to prescribed processes in a normative institutional milieu is in decline. Controversially, this decline has been met with resistance from the legal profession, academics, policy makers and other stakeholders seeking to preserve the due process model that defines the criminal trial as an adversarial exchange between state and defendant. While the due process model continues to dominate as popular conceptualisation, the twenty-first century criminal trial has changed to such an extent that it is no longer seen as the quintessential form for the meting out of procedural fairness and testing of state's evidence, that emerged toward the end of the seventeenth century. Rather, the rise of control orders, modifications to the law of evidence, and the right of the accused to confront their accuser, together with the inclusion of non-traditional agents of justice, specifically victims and the community, has brought forward an era of substantive and procedural justice that lies beyond the normative constraints of the criminal trial. Robed counsel and bewigged judges beware; the advent of substantive and procedural justice has allowed for greater innovation transgressing the orthodoxies of criminal law in common law systems of justice. This paper will consider the virtues of the introduction of a transgressive criminal procedure.     

A Letter from the Tax Office: Compliance Effects of Informational and Interpersonal Justice

It has been argued that authorities attract greater compliance when they treat people according to principles of interactional and procedural justice. Set in the context of taxation, the present research investigates the effects on behavioral compliance of reminder letters adopting principles of informational and interpersonal fairness compared with a standard reminder notice. Study 1 with 199 students confirmed that both fairness letters were regarded as fairer than the standard letter. In Study 2, a field experiment, 2052 Australian taxpayers who had an obligation to file a tax declaration but failed to file on time were randomly sent one of the three reminder letters. The two fairness letters yielded a significantly greater compliance rate than the control letter.

Does Fairness Matter More to Some than to Others? The Moderating Role of Workplace Status on The Relationship Between Procedural Fairness Perceptions and Job Satisfaction

Three field studies explored the relations among status, procedural fairness, and job satisfaction in the workplace. Study 1 revealed that status differences moderated the relationship between procedural fairness and job satisfaction such that there was a stronger relationship between procedural fairness and job satisfaction for individuals with higher perceived status than for those with lower perceived status. Study 2 examined a possible underlying psychological mechanism for the moderating effect of perceived status—the importance of procedural fairness deservingness—and found that higher levels of perceived status were associated with a greater sense of deservingness for procedural fairness. Extending the results of the first two studies, Study 3 found that procedural fairness deservingness mediated the moderating effect of status on the relationship between procedural fairness and job satisfaction. This research contributes to theories of fairness by further illuminating the role of status in affecting reactions to procedural fairness. This research also contributes to our understanding of status in organizations and shows that perceived status can lead to an increased sense of deservingness.     

确认仲裁协议有效性的机构及其程序

本文对于确认仲裁协议有效的机构及其程序问题 ,结合国际、国内立法与司法实践进行了重点分析 ,并且针对我国仲裁机构和法律在确认仲裁协议有效性的程序方面发现长处 ,找出不足 ,提出建议性的意见。