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.     

Procedural justice in managerial selection: Identification of fairness determinants and associations of fairness perceptions

The study examined procedural fairness in managerial selection practices. A sample of professional managers were asked to make first, fairness judgments about managerial selection procedures in general; and second, specific fairness judgments based on their own previous experiences in applying for such positions. Using the general fairness ratings, the determinants of procedural fairness in selection were identified by the factor analysis technique. Five procedural factors (three process and two decision factors) accounted for 57.4% of the total variance. The factor scores derived from fairness ratings of specific selection procedures were then correlated with ratings of candidates' later organizational commitment, work satisfaction, and perceptions of organizational effectiveness. Results showed that process factors were significantly associated with candidate variables but decision factors were not. The findings were discussed in the context of current procedural justice theories.     

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.     

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.     

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.     

论司法公正与司法效率

司法公正主要指的是司法机关适用法律、解决纷争的公正。司法效率是指通过充分、合理运用司法资源,降低司法成本,以最小的司法成本获得最大的成果。不讲效率的司法不是公正的司法;不公正的司法是一个没有效率的司法;公正与效率是相辅相成的。司法公正与司法效率的实现从以下几方面着手:树立程序公正的意识;确立既判效力理念;完善法官制度,建立一支高素质的职业化法官队伍。     

Justice and organizational punishment: Attitudinal outcomes of disciplinary events

This study utilized a justice framework to investigate punished subordinates' attitudinal reactions to specific disciplinary events. Results suggested that personality variables (negative affectivity and belief in a just world) influenced subordinate perceptions of the disciplinary event. In addition, belief in a just world had a direct effect on satisfaction with the supervisor, intention to leave, and organizational commitment. Contrary to expectations, harshness (a distributive aspect of the event) influenced perceptions of procedural justice and attitudes toward the institution (organizational commitment) and the leader (trust in supervisor), in addition to its influence on perceptions of distributive justice. The influence of procedural aspects of the event on attitudinal outcomes varied by dependent variable. The implications for future research and for management are discussed.     

Procedural fairness and work group responses to performance evaluation systems

In a variety of settings, procedures that permit predecision input by those affected by the decision in question have been found to have positive effects on fairness judgments, independent of the favorability of the decision. Two major models of the psychology of procedural justice make contrary predictions about whether repeated negative outcomes attenuate such input effects. If such attenuation occurs, it would lessen the applicability of procedural justice findings to some real-world settings, such as organizations, where procedures often provide repeated negative outcomes. The present laboratory investigation examined the procedural and distributive fairness justments produced by high- and low-input performance evaluation procedures under conditions of repeated negative outcomes. Thirty-five three-person groups of male undergraduates participated in a three-round competition. Groups either were or were not allowed to specify the relative weights to be given to two criteria used in evaluating their performance. All groups received negative outcomes on each of the three rounds. A second experimental factor varied whether or not the group learned after losing the second round that it could not possibly win the third and final round of the competition. Measures of procedural and distributive fairness showed that the high-input procedure led to judgments of greater procedural and distributive fairness across all three rounds. The input-based enhancement of fairness occurred regardless of whether reward was possible. The implications of these findings for theories of procedural justice and for applications of procedural justice to organizational settings are discussed.     

The role of justice in the North–South conflict in climate change: the case of negotiations on the Adaptation Fund

Justice, by and large, implies greater legitimacy and can persuade parties with conflicting interests to cooperate more closely on collective actions. Therefore, the aim of this article is to investigate the role that ethical arguments have played in restoring mutual trust between the developed and the developing countries in negotiations on the Kyoto Protocol Adaptation Fund and in transforming the patent failure of the Subsidiary Body for Implementation Bonn May 2006 meetings on its management into the encouraging success of the Nairobi December 2006 round. These meetings are analysed from the perspectives of procedural and distributive justice in order to interpret the negotiating dynamics and their outcomes. More specifically, procedural and distributive justice are, respectively, sought in the Bonn and Nairobi formal meetings through reference to, and the emergence of, principles and criteria of participation, recognition and distribution of power among Parties, and of Parties’ responsibility for, and vulnerability to, climate impacts.     

Justice in Health Care Decision-Making: Patients’ Appraisals of Health Care Providers and Health Plan Representatives

This study describes the development of two versions of a Health Care Justice Inventory (HCJI). One version focuses on patients interactions with their providers (HCJI-P) and the other focuses on patients interactions with the representatives of their health plans (HCJI-HP). Each version of the HCJI assesses patients appraisals of their interactions (with either their Provider or representatives of their Health Plan) along three common dimensions of procedural justice: Trust, Impartiality, and Participation. Both the Provider and Health Plan scales assess indices that are relatively independent of patients demographic characteristics. In addition, patients appraisals of their interactions with their provider were only moderately related to their appraisals of their interactions with representatives of their health plan, indicating that the Provider and Health Plan scales tap distinct aspects of patients overall experience with the health care system. Overall, procedural justice dimensions were significantly related to patient satisfaction in both the Provider and the Health Plan contexts. As predicted, procedural justice factors were more strongly tied to patient satisfaction in the Provider than in the Health Plan context, and health care decisions based on distributive justice principles of Need (rather than Equity or Equality) were most closely tied to patient satisfaction in both contexts.     

Procedural Justice in Resolving Family Conflict: Implications for Youth Violence Prevention

The fairness of our legal system is often judged by individuals and the public at large along dimensions of procedural and distributive justice. People seem to care about how legal decisions are made as well as about the specific outcomes reached by juries and judges. In fact, perceptions of procedural and distributive justice or injustice may influence public perceptions and confidence in the legitimacy of our legal system. This paper focuses mainly on procedural justice. Using an ecological framework, we tested the hypothesis that older adolescents use the same or similar criteria for evaluating fairness in the context of family decision making that people in general use to evaluate the fairness of legal processes and decisions. We also tested the hypothesis that family decision-making procedures that are perceived to be unfair contribute to increased risk for acting out and deviant behavior among older adolescents. Principal components analysis confirmed that older adolescents use several distinct criteria for evaluating procedural fairness in the family context and that these criteria are comparable to those that people use to evaluate the fairness of legal procedures (rational and objective treatment conveying personal respect, consistent and non-discriminatory treatment reflecting social status or standing, and instrumental participation or having "an opportunity to be heard"). Hierarchical multiple regression analysis confirmed that procedural justice factors are associated with adolescent deviant behavior. We discuss implications for adolescent deviance and youth violence prevention.     

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.     

Political Ideology,Perceived Threat,and Justice Towards Immigrants

In multiethnic societies, issues of justice and fairness have become the focus of intense public debate. Although current psychological theories of distributive and procedural justice concentrate on multiple normative rules that guide allocation decisions, there is little research that focuses on the particular relationship between immigrants as recipients and members of the host society as allocators. In the present study Germans were asked about their opinions as to what Turkish immigrants in Germany deserve or are entitled to and to which degree they pose a threat to German culture. Political orientation of the allocator turns out to be an important predictor of how distributive and procedural justice concerns are evaluated. Both conservatives and liberals exhibit a different conception of what counts as distributive justice. With regard to procedural justice, however, liberals and conservatives did not differ much. Moreover, perceived threat to German culture is significantly related to distributive justice but not to procedural justice.     

社会正义的司法演绎——周美知申诉案法理评析

正义是社会的价值追求,法是社会正义的表达,正义的司法是能够满足社会公众利益最大化要求的司法。周美知等人不服不起诉决定申诉案的受理和查处,实现了民众情感、社会公理和法律规范的有机结合,揭示了在构建和谐社会的语境下司法决定和社会正义价值认同的必要性与可行性。     

Procedural justice at German courts as seen by defendants and juvenile prisoners

The article summarizes German research on procedural and distributive justice at criminal courts. The first German field studies addressing these topics are presented. Procedural justice characteristics like neutrality, courtesy, equal consideration of evidence, voice, and fairness of procedural rules are relevant for Germans. A study on juvenile prisoners shows no support for equity theory and some for the Group Value model. Lay assessors receive positive evaluations by juvenile prisoners.     

Exploring the association between organizational structure variables and work on family strain among Indian police officers

Work-family conflict occurs when the domains of work and home spill over into one another leading to conflict, which is a real possibility for the unique occupation of policing. Work on family conflict, a subdomain of work-family conflict, occurs when issues at work spill over impacting home life. One form of work on family conflict is strain-based conflict, which is when work problems results in conflict at home, such being irritable at home or arguments with family members and friends. This study examined the relationship between organizational structure variables and work on family conflict strain among Indian police officers. India is the most populous democracy in the world, but little has been published in Western journals of how workplace variables maybe related to work on family strain among Indian officers. Among the organizational structure variables, instrumental communication, organizational support, formalization, distributive justice, and procedural justice each had negative relationships with work on family strain. Input into decision-making had a nonsignificant association.     

An Integrative Perspective on Social Justice: Distributive and Procedural Fairness Evaluations of Positive and Negative Outcome Allocations

This paper presents a theoretical framework for the integration of distributive and procedural justice in positive and negative outcome allocations. The framework consists of seven basic assumptions, seven propositions, and seven groups of interrelated hypotheses. The expected outcome offers a coherent program for future justice research based on the realization that distributive and procedural aspects of fairness cannot be meaningfully treated (1) in isolation from one another, and (2) without taking into account the valence of the allocated outcome. The framework should also reveal the need to reassess existing distributive and procedural justice study conclusions that neglected to examine the interactive effects of the allocation outcome (distribution) and the procedure and the outcome valence.     

Understanding gender differences in distributive and procedural justice

Gender differences in treatment and in judgments of distributive and procedural justice were examined. Three hundred nine litigants who had been involved in arbitrated auto negligence lawsuits responded to exit surveys. Two mechanisms by which gender might influence justice perceptions were explored. First, we examined whether a “chivalry bias” might be operating, in which the procedures systematically favor women over men. If such biases occur, women might feel they had been treated more fairly because of egocentric biases. Results provided only modest support for the chivalry bias. While women received slightly better awards and perceived somewhat more control than men, these differences had no effect on perceptions of distributive or procedural justice. Second, we examined whether men and women differ systematically in the factors they use as indicators of distributive and procedural justice. On the basis of group-value theory we predicted that women might place more emphasis on standing or on outcome favorability. The study revealed that men and women did differ in how they defined distributive justice, with women placing more emphasis on their perceived standing and on their perceptions of the favorability of their outcomes. There were no substantial gender differences in how procedural justice was defined. Results are interpreted in terms of how women might be responding to insecurity about facing a justice system historically dominated by men. An erratum to this article is available at .     

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.     

程序正义概念与标准的再认识

程序正义是一种法律理念 ,即任何法律决定必须经过正当的程序 ,而这种程序的正当性体现为特定的主体根据法律规定和法律授权所作出的与程序有关的行为。程序正义的标准最值得注意的是程序规范的严格遵守和主体评价两个方面。既不能以实体的正义作为参照去评判程序的正义 ,也不能以程序的正义作为基准去决定实体的正义 ,实质正义才是唯一的选择。