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.     

The role of procedural and distributive justice in organizational behavior

To investigate the relationship between fairness and organizational outcomes, the present study examined the survey responses of government employees at six Federal installations. Indices of procedural and distributive fairness were factor-analytically derived. Multiple regression analyses indicated that both the procedural measures and the distributive measures were significantly related to measures of job satisfaction, evaluation of supervisor, conflict/harmony, trust in management, and turnover intention. Procedural fairness accounted for significantly more variance than distributive fairness in each of these criterion measures, except for turnover intention. These findings are related to conceptual and methodological issues concerning procedural fairness and organizational behavior.     

Real Personal Uncertainty Induced by Means of Task-Related Feedback: Effects on Reactions to Voice and No-Voice Procedures

Building and extending on research on uncertainty management and voice and no-voice procedures, we examine how real personal uncertainty moderates the way in which people react to getting or being denied an opportunity to voice one??s opinions about decisions to be made. Specifically, results of two experiments show that conditions in which participants receive task-related feedback that induces personal uncertainty (versus conditions that produce more personal certainty) lead to stronger effects of voice and especially no-voice procedures on participants?? procedural fairness judgments (Experiments 1 and 2). Findings also reveal that in these conditions stronger effects of voice and particularly no-voice procedures can be found on participants?? anger about the way they have been treated, especially when participants are predisposed to react in intense terms to affect-related events (Experiment 2). Implications for the literature on uncertainty management and the social psychology of voice and no-voice procedures are discussed.     

The Influence of Self-Threats on Fairness Judgments and Affective Measures

This paper focuses on the question of why fairness matters to people. Extending on terror and uncertainty management theories and the literature on the self, it is proposed here that fairness can be a means of self-defense. Thinking of a situation that is threatening to the self therefore should make fairness a more important issue to people. The findings of two experiments support this line of reasoning: Asking participants to think about things that are threatening to themselves led to stronger reactions to manipulations of both procedural and distributive fairness. In the discussion it is argued that these findings suggest that fairness especially matters to people when they are trying to deal with threats to their selves.     

Reactions to Perceived Fairness: The Impact of Mortality Salience and Self-Esteem on Ratings of Negative Affect

In correspondence with terror management theory, the findings of two experiments show that reminders of death lead to stronger effects of perceived fairness on ratings of negative affect. Furthermore, in line with the theory's self-esteem mechanism, results of Experiment 1 suggest that state self-esteem may mediate this relationship between mortality salience and fairness. In further correspondence with the self-esteem mechanism, findings of Experiment 2 reveal that introducing an activity (after reminders of death and before the fairness manipulation) with which people can reaffirm positive conceptions of themselves leads people to react less strongly to variations in fairness than not introducing such a self-affirmation activity. These findings suggest that people react especially strongly to perceived fairness when they are in need for a boost in their self-esteem. Implications for the psychology of fairness 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.     

Speed of Decision-Making as a Procedural Justice Principle

The uncertainty management theory (Lind and Van den Bos, Research in organizational behavior 24, 181–223, 2002; Van den Bos and Lind, Advances in experimental social psychology, pp. 1–60, 2002) proposes that perceived fairness decreases experienced uncertainty, and, thus, the importance of fairness is enhanced under higher uncertainty. For example, the six procedural justice principles (Leventhal, Social exchange: advances in theory and research pp. 27–55, 1980) can be seen to reduce uncertainty in the long run by producing higher quality decisions. However, the decision-making process itself also may cause uncertainty, especially when the process is prolonged. Thus, we bring the speed of the decision-making process into discussion as one justice principle. We suggest that people use speed-related information as heuristic information and substitute lacking procedures-related information by drawing inferences from the speed of the decision-making. We propose that the speed of decision-making has a twofold effect on perception of procedural fairness: very fast and very slow decision-making processes are perceived to produce more uncertainty than moderate time processes, and consequently, a moderate process is expected to be related with more positive fairness perceptions than very slow or very fast processes. The statement was further tested by examining the mediating role of procedural fairness perceptions in the relationship between speed and its one consequence, perceived legitimacy, with a survey sample (N = 846) in the context of Finnish forest policy. The analysis confirmed the hypotheses. The role of speed as a justice rule and its contribution to the uncertainty management theory is discussed.     

Organizational Justice and Job Satisfaction: A Test of Three Competing Models

Using nationally representative data, we test three theories about distributive and procedural justice and their relation to job satisfaction. Our results support the group-value model more than the personal outcomes model by showing that procedural justice is a more important predictor of job satisfaction than is distributive justice. Furthermore, although other research has supported the psychological contract model by showing that experiences with downsizing alter how procedural justice and distributive justice are related to organizational commitment, we find that downsizing does not alter their relationship with job satisfaction.     

Producing more persuasive antiviolence messages for college students: testing the effects of framing, information sources, and positive/negative fact appeal

College students, between the ages of about 18 and 24, are the group of people who are most often exposed to situations involving diverse types of violence. They have greater access to alcohol and drugs and are under far less parental supervision than younger age groups; reports have shown that frequent involvement in several types of violent behaviors can seriously damage college students physically and psychologically. However, despite the high rate of violence among college students, there has not been enough discussion about how we can produce more effective antiviolence messages targeting college students. This research provides some useful insights into this issue by testing the possible effects of three antiviolence message conditions: gain/loss framing, different information sources, and negative/positive fact appeal. The results reveal that college students in this study find more appeal in antiviolence messages conveyed by a traditional public service announcement (PSA) than in a TV news report. The results also reveal that people pay more attention to messages that use negative fact appeal (e.g., "There are many people losing a lot of precious things because of their violent behaviors") than to those that use positive fact appeal (e.g., "There are many people gaining a lot of precious things by avoiding violent behaviors"). An interaction effect between information sources and positive/negative fact appeal was also detected.     

Differences in Perceptions of Organizational Fairness Based on Job Characteristics among Police Officers

Profuse research supports that organizational work environments are linked to varying police officers’ work-related attitudes and behaviors. Yet, there remains a lack of information pertaining to how perceptions of organizational fairness may differ among police officers based on job characteristics. To help fill this void, this exploratory research examines differences in fairness perceptions based on officers’ tenure, rank, duty assignment, and department size with their perceptions of organizational fairness. To examine this relationship, an online survey of police officers (n = 1649) in a southern state in the United States that were members of a police officer association was conducted. Findings support that differences in overall fairness perceptions exist for all the aforementioned job characteristics. This study furthers our knowledge and understanding of how job characteristics (e.g., tenure, rank, duty assignment, and department size) may be associated with police officers’ work-related attitudes.     

Even Lawyers Get the Blues: Gender, Depression, and Job Satisfaction in Legal Practice

It is an intriguing puzzle that women lawyers, despite less desirable working conditions and blocked career advancement, report similar satisfaction as men lawyers with their legal careers. The paradoxical work satisfaction reported by women and men lawyers obscures a more notable difference in their depressed or despondent feelings. Using a panel study of women and men lawyers practicing in Toronto since the mid-1980s, we find at least three causal pathways through which gender indirectly is connected to job dissatisfaction and feelings of despondency. The first path is through gender differences in occupational power, which lead to differential despondency. The second path is through differences in perceived powerlessness, which directly influence job dissatisfaction. The third path is through feelings of despondency that result from concerns about the career consequences of having children. The combined picture that results illustrates the necessity to include measures of depressed affect in studies of dissatisfaction with legal practice. Explicit measurement and modeling of concerns about the consequences of having children and depressed feelings reveal a highly gendered response of women to legal practice that is otherwise much less apparent. Women are more likely to respond to their professional grievances with internalized feelings of despondency than with externalized expressions of job dissatisfaction. That is, they are more likely to privatize than publicize their professional troubles.     

The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment

Over the past twenty years, several empirical studies have examined the consequences of job satisfaction among correctional staff. When looking at worker behavior in other disciplines, though, it is commonplace to include both job satisfaction and organizational commitment. However, very few studies about correctional staff behavior include both concepts. This paper discusses job satisfaction and organizational commitment, and addresses the link between these concepts as it relates to correctional staff attitudes and behaviors. Further, a discussion of measurement issues and recommendations for future research is presented. This is a revision of papers presented at the 1998 American Society of Criminology annual meeting in Washington, D.C. The authors would like to thank the anonymous reviewers for their comments and suggestions.     

The Role of Group-Based Status in Job Satisfaction: Workplace Respect Matters More for the Stigmatized

Respectful treatment may be more consequential for members of stigmatized groups because they are often excluded from society. The present study examined the consequences of respectful treatment in the workplace on job satisfaction for members of stigmatized groups. Among a nationally representative sample of American adults, members of stigmatized groups showed a stronger relationship between respectful treatment and job satisfaction compared to their non-stigmatized counterparts. However, they did not show a stronger relationship between their pay and job satisfaction. The results point to the special importance of respect for members of stigmatized group as a means of reassuring their belonging and value in society.     

Organizational Climate, Perceived Citizen Support, and Job Satisfaction of Police Officers: Findings from the Post-Grand Reform Era in South Korea

Two major police reforms were introduced in South Korea in 1991 and 1999 to help bring about a shift from a colonial style of policing to a form more prevalent in developed economies pursuing the rule of law, observance of human rights, and the practice of democratic policing. We conclude that the findings from the present study, drawing on a survey of a national sample of 406 South Korean police officers, offer modest support for the efforts of the Grand Reform in its impact on police officers?? satisfaction with promotion and salary and benefits. While few demographic characteristics, with the exception of age and years of experience, were associated with job satisfaction, there is strong evidence for the relationship between organizational characteristics and job satisfaction. Management support and perceived citizen support of police are associated with both measures of satisfaction, promotion and salary/benefits, while the police officers?? relationship with their supervisors is less than stellar. Finally, officers who believe that the primary operating philosophy of the police is to serve the government appear to be satisfied with their jobs relative to their opportunity for promotion, which is perhaps a more critical measure for them than salary and benefits, reflecting the presence of a police organizational climate that is still rooted in the historical military culture of Korean police. The findings from this study suggest that more efforts are warranted in improving organizational climate if officers are to believe their primary goal is to serve the citizen, a fundamental element of democratic policing.     

Cross-Cultural Preferences for Distributive Justice Principles: Resource Type and Uncertainty Management

Drawing on social resource theory, we investigated the evaluation of distributive justice principles in relation to material benefits (monetary rewards in working life) and symbolic benefits (praise at university) in a cross-cultural study. We predicted that the equity principle would be perceived as more just for distributing culturally valued resources, whereas the equality principle would be perceived as more just for resources that are less valued within culture. Moreover, applying uncertainty management theory, we predicted that cross-cultural fairness evaluations would be more pronounced for individuals with higher (vs. lower) uncertainty avoidance or lower (vs. higher) uncertainty tolerance. Data of 608 Canadian and German students were collected in a two-wave survey. As expected, when allocating material benefits Canadians found the equity principle to be more just than did Germans, whereas Germans perceived the equality principle as more just than did Canadians. When allocating symbolic benefits, by contrast, Canadians perceived equality as more just than did Germans, though unexpectedly culture did not influence evaluations of the equity principle. Finally, consistent with uncertainty management theory, some of the cultural differences in the evaluation of distributive principles were more pronounced among people with higher uncertainty avoidance and lower uncertainty tolerance. Implications for cross-cultural research on distributive justice are discussed.     

Culture,values, and beliefs about economic justice

We examine the relationship between values and beliefs about economic justice by conducting a cross-cultural analysis. Social values of Americans and West Germans are compared and the relationships between values and beliefs about the fairness of the distribution of business profits are examined. Data are from the 1984 General Social Survey and its West German counterpart, the 1984 ALLBUS; both surveys contain identical value and economic justice items. We find that among citizens in both countries beliefs about the fairness of the distribution of business profits are related to values even when income and education are held constant, but the relationship is stronger in West Germany. For Americans, beliefs about the fairness of the distribution of business profits are related primarily to conservative values (beliefs that greater efforts lead to greater rewards). In addition, the positive influence of conservative values and of income level on fairness judgments is greater for Americans with higher levels of education. For West Germans, beliefs about the fairness of business profits are related both to conservative and to liberal values (beliefs that class divisions persist). In general, economic fairness judgments of West Germans have a strong ideological basis, but polarization associated with differing ideologies is found. Economic fairness judgments of Americans showed both a simpler ideological basis and some relationship to self-interest. The influence of both factors on Americans' fairness judgments seemed to be affected by socialization due to education. Results are discussed in terms of the prevailing economic ideologies in both countries.     

Demographic and workplace characteristics which add to the prediction of stress and job satisfaction within the police workplace

Much research has been conducted into aspects of the police workplace that contribute to stress for individual officers. The current paper examines the influence of worksplace and job characteristics on both officers' stress and their job satisfaction. Police officers recruited from two divisions of an Australian state police service (n=749) were surveyed. Results show that there was a positive relationship between organizational support and job satisfaction and a negative relationship between organizational support and job stress. Difficulty in dealing with organizational change led to lower job satisfaction and higher levels of job stress. Working long hours led to increased job stress but it did not lead to lower job satisfaction. In contrast, shiftwork led to lowered job satisfaction but it did not lead to job stress. Of particular interest in this study was the finding that the job content factor of dealing with dangerous and unpredictable duties was not predictive of job stress but in fact led to higher job satisfaction. Authors' Note: Jeremy Davey, DipT, Bed, Med, is Deputy Director, Centre for Accident Research and Road Safety, School of Psychology and Counselling, Queensland University of Technology, Beams road, Carseldine, Qld 4034, Australia.     

Leadership, behavioral context, and the performance of work groups in a knowledge-intensive setting

The behavioral work context in which members of groups interact with each other is crucial for facilitating knowledge exchange and combination (Nonaka in Great minds in management: the process of theory development, Oxford University Press, Oxford 2005; Nonaka et al. in Long Range Plan 33:5–34, 2000). Yet little is known about the ways leaders, by signaling expectations and exhibiting supportive behaviors, facilitate such a behavioral context, which may then enhance performance. This study aims to contribute to the literature by examining how leader expectations and supportive behaviors facilitate behavioral integration and enhance the performance of work groups engaging in the development of advanced technological products. Data collected from management teams of 102 work groups indicate significant and positive relationships between: (1) leader expectations and leader supportive behaviors, (2) leader supportive behaviors and group behavioral integration, and (3) behavioral integration and group performance. In addition, the results indicate that leader supportive behaviors partially mediate the relationship between leader expectations and group behavioral integration, and the latter partially mediates the link between leader supportive behaviors and group performance. No significant link was found between leader expectations and group performance. In so doing, this study contributes to research on the way leaders, by shaping a behavioral context, facilitate knowledge exchange and combination, thereby enhancing group performance.     

ADOLESCENTS' VIEWS ON THE FAIRNESS OF PARENTING AND FINANCIAL ARRANGEMENTS AFTER SEPARATION

Interviews were conducted with 60 young people aged 12–19 in Australia, concerning their views about parenting and financial arrangements after separation. Half the young people reported that they had no say at all in where they would live after separation. A quarter said they were never able to see their nonresident parent when they wanted to. There was a strong relationship between young people's perceptions of the fairness of the parenting arrangements and the extent to which they were allowed to participate in making those arrangements. Half said that they did not have enough time with their nonresident parent. Having a continuing and meaningful relationship with both parents and with siblings was very important to them. More than a third favored arrangements of spending equal time with each parent. The young people were also very concerned with issues about fairness between first and second families, both in terms of time availability and financial provisions.     

Fairness and organizational citizenship behavior: What are the connections?

A view of organizations as social contracts recognizes self-interests of individuals but does not explain the occurrence of unselfish contributions such as are denoted by organizational citizenship behavior (OCB). We propose that the concept of fairness, as applied to systems of relational contracts, provides a high-leverage construct for understanding the fusion of self-interest and self-denial. A review of the empirical literature suggests that fairness, rather than job satisfaction, accounts for OCB; and that the evidence points toward procedural and interactional fairness as both empirically and conceptually critical in the fairness-OCB relationship. However, we explain why distributive fairness still should not be deemphasized.