Children's criteria for procedural justice: Developing a Young People's Procedural Justice Scale

A Procedural Justice Scale for Young People was developed to examine the criteria that Grades 7 and 9 students thought were important in judging the fairness of the procedures used to judge a case of a hypothetical young thief. A 10-item scale was developed using unidimensional scaling and factor-analytic techniques. The study supports the earlier work on adults by Thibault and Walker (1978) and Tyler (1988) showing that for children too procedural justice concerns make a contribution to satisfaction with the outcomes and procedures of a case.     

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.     

Social Motives in Integrative Negotiation: The Mediating Influence of Procedural Fairness

Although a large body of research has examined the influence of social motives on integrative negotiation, little is known about how social motives affect procedural fairness judgments in negotiation. In two experiments concerned with small group negotiation, we manipulated group members' social motives (pro-social vs. egoistic), and measured joint negotiation outcomes and procedural fairness. Experiment 1 showed that, compared to group members with an egoistic motivation, those with a pro-social motive experienced more procedural fairness, which was partly responsible for the higher joint outcomes they obtained. In Experiment 2, we manipulated social motives and decision rule. Results showed that pro-social groups experienced more procedural fairness than egoistic groups when a majority rule was applied, but not when a unanimity rule was applied.     

Procedural unfairness and managers surviving layoffs: Self-threat and coping in the context of organizational change

The affective and cognitive responses of managers who survive layoffs are explored. Evidence from two field studies suggests that managers who perceive that their organization was procedurally unfair exhibited greater anxiety than their nonmanagerial counterparts. Also, managers who perceived that the organization was unfair were more likely to withdraw from the organization, as measured by reduced organizational identification. Evidence that managers’ degree of identification with their managerial role moderated this relationship provides evidence of the psychological process driving these reactions to unfairness. Implications for the research and practice of organizational change are offered.     

Citizens' procedural expectations for an upcoming tax audit: Their nature and formation

Using qualitative interviews with citizens who will soon have a state tax audit, this study examines the nature and formation of procedural expectations. The findings show that the most prevalent concept was dignity which means the auditors' politeness and respect for the citizens' rights. Expectations about relationship concerns also were significantly more prevalent than expectations about instrumental concerns. These findings are consistent with the group value model's emphasis on relationship concerns. Contrary to the view that procedural expectations are developed during childhood, people who relied more on recent mass media reports and conversations with peers were more likely to think that the auditor favored the state and made less effort to be fair. Directions for future research are discussed.     

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.     

Context effects on procedural justice: Effects of interrelatedness,trust, and penalty on procedural preferences

The relationship of context to procedural preferences was studied by examining the effects of interrelatedness, trust, and penalty on preferences for adversary and inquisitorial hearing procedures. Subjects imagined themselves members of different communities and were led to believe that they had been accused of committing an offense of which they knew they were innocent. Interrelatedness, trust, and penalty interacted to affect subjects' ratings of both hearing procedures. Subjects in highly trusting settings (i) preferred the inquisitorial procedure more than those in nontrusting settings and (ii) preferred the adversary procedure less than their nontrusting counterparts. A penalty effect was also found. As penalty increased, subjects increased in their preference for the adversary procedure and decreased in their preference for the inquisitorial procedure, but only in noninterrelated communities. The implications for prior research and for the role of interrelatedness in procedural choice are discussed.     

Why Japanese citizens evaluate the new indirect tax as unfair: Fairness criteria and their relative importance

The study examined citizens' fairness evaluation of the consumption tax recently introduced in Japan, and explored the underlying criteria and their relative importance in judging the fairness of the tax and the procedural fairness by which the tax was introduced. Five dimensions were obtained in factor analysis. Multiple regression analysis revealed that three dimensions contributed to total fairness of the tax: Procedural Fairness, Outcome Evaluation, and Affective Responses. Further analyses revealed that ramming the bill, sufficient discussion, and reflection of citizens' opinions were crucial for Japanese citizens judgment of procedural fairness. The results supported Leventhal's theory: ethicality, accuracy, and correctability were important.     

Perspective and procedural justice: Attorney and litigant evaluations of court procedures

A comparison of the procedural justice judgments of attorneys and those of lay people judging the same procedures offers an opportunity to generate new information on what factors affect judgments of fairness. In a survey of reactions to conventional and innovative procedures in a United States district court, attorneys and lay people involved in tort and contract cases were asked to judge the overall fairness of court procedures and the fairness of specific procedures used in arbitration hearings. The respondents were also asked for their judgments concerning the favorability of the procedure's outcome, the opportunity to have the case heard and decided by an impartial third party, and their side's control over what happened in the case, all of which are factors found in previous studies to affect procedural fairness judgments. The results showed that, while attorneys gave higher overall fairness ratings than did litigants, the difference was not affected by the procedure assigned to the case. In addition, attorneys and litigants appeared to use the same standards to evaluate the fairness of procedures, although they disagreed about where the procedures they experienced fell on these dimensions. The theoretical and practical implications of the results are discussed.     

When Due Process Is of No Consequence: Moral Mandates and Presumed Defendant Guilt or Innocence

Most current theories of justice are focused on how social identity, instrumental concerns, or both shape how people decide whether something is fair or unfair. A neglected consideration is that people may also be concerned with justice because they strive to be authentic moral beings by acting on the basis of values closely tied to their personal identity. We posited that self-expressive moral positions or stands (moral mandates) are important determinants of how people reason about fairness. Supporting this notion, we found that (a) people see some trial outcomes in morally mandated terms, e.g., that the guilty must be convicted and punished, and the innocent must not; (b) convicting a defendant believed to be innocent or acquitting a defendant believed to be guilty were seen as unfair, regardless of whether the verdict was achieved by a fair or unfair investigation and trial (Study 1); and (c) a guilty defendant's death was seen as equally fair, and an innocent defendant's death was equally unfair, if it was achieved by a trial that led to the death penalty or by vigilantism (Study 2). Procedural propriety only mattered when defendant guilt was ambiguous.     

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.

Measuring attitudes toward grievance systems: A procedural justice perspective applied to the workplace

Contractual grievance procedures have long been utilized in union-management relationships to resolve workplace disputes. Little research attention, however, has focused on determining unionized workers' perceptions of and attitudes about such procedures. This study develops an instrument designed to measure worker attitudes toward the grievance procedure (ATGP). The survey items and conceptual framework are based on prior research in the areas of administrative and procedural justice. Employing a national sample (N=1080) from a single union, the results support a multidimensional attitudinal measure. Four key dimensions of workers' assessment of the grievance procedure were found: (i) Fairness, (ii) Effectiveness, (iii) Representation, and (iv) Importance. The structure of the measure was stable across identified sub-groups in the sample. Some differences in the attitudinal assessment on the four dimensions emerged depending upon union office holding and the grievance-filing experience of the respondents. Last, potential future applications of the instrument are discussed.     

大陆法系缺席判决制度价值取向研究——从缺席判决主义到一方辩论主义视角的考察

缺席判决制度自古罗马时即已有之,从缺席判决主义模式到一方辩论主义模式的变迁反映了缺席判决制度从纯粹作为的一种终结程序的手段和一种惩罚措施转向更加重视程序的正当性即程序公正问题,但就缺席判决制度本身而言,它是为了诉讼的效益而设。     

Relationship Abuse and Victims’ Posttraumatic Stress Disorder Symptoms: Associations with Child Behavior Problems

This study examined associations among male-to-female physical and psychological relationship aggression, female partners’ PTSD symptoms, and behavior problems among the children (n = 62) of men enrolled in a treatment program for relationship abuse perpetration. Psychological aggression was a stronger predictor of child behavior problems than physical assault. Restrictive engulfment and hostile withdrawal behaviors evidenced the strongest bivariate associations with child behavior problems, and were the strongest predictors of this outcome when considering four distinct forms of psychological aggression together. Victim PTSD symptoms largely mediated the effects of psychological aggression on child behavior. Findings suggest that male-to-female psychological aggression and victim PTSD symptoms play an important role in understanding behavior problems among children living with male relationship abuse perpetrators. Portions of this work were presented at the annual convention of the Association for the Advancement of Behavior Therapy, New Orleans, Louisiana, November, 2004.     

Interactional fairness judgments: The influence of causal accounts

There has been an increasing amount of research conducted on issues of procedural justice. Although this research has demonstrated that the type of procedure used to allocate outcomes has an independent influence on people's judgments of the fairness of a decision, there is growing empirical evidence that such judgments are influenced by the enactment of the procedure as well. Fairness concerns raised about the propriety of a decision maker's behavior during the enactment of procedures are representative of a desire forinteractional justice. In this paper, we present three studies that examine the effects of giving acausal account, or a justification, versus not providing a justification, on judgments of interactional fairness and endorsement of a decision maker's actions. In Study I, a laboratory study, ratings of interactional fairness and support for a manager were higher when subjects received a causal account that claimed mitigating circumstances for a manager's improper action than when they did not receive such a causal account. A second laboratory study replicated the same pattern of findings in two different organizational contexts. In addition, it was found that the perceived adequacy of the causal account was a critical factor explaining its effect. In Study 3, a field setting, ratings of both interactional fairness and procedural fairness were higher when a manager provided anadequate causal account to justify the allocation of an unfavorable outcome. The discussion focuses on the implications of these findings for research on interactional and procedural justice.     

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.     

Police Stress: A Structural Model

A number of existing studies have identified various factors that contribute to stress among police officers. This analysis is unique among these insofar as it employs structural equation modeling to specify, in path model format, the influence of participation in workplace decision-making and other variables on employee stress levels. The findings of this analysis provide new as well as confirmatory statistical evidence regarding the mitigating and direct effects of certain variables on physical stress. This study poses important implications by lending itself to meaningful future comparative research across occupations such as corrections and probation / parole.

Fairness and participation in evaluation procedures: Effects on task attitudes and performance

A laboratory study was conducted to examine the role of two components of participatory work evaluation procedures on fairness attitudes and work performance. Opportunity for influential opinion expression and knowledge of evaluation criteria were manipulated in a business simulation exercise. Thirty-eight male and 49 female undergraduates worked under a task evaluation procedure that either did or did not allow them to express their opinions to the evaluator. In addition, subjects either were or were not provided with specific information about the criteria to be used in making the performance evaluation, and they received either a favorable or an unfavorable outcome. Questionnaire responses indicated that influential opinion expression enhanced perceptions of procedural and distributive fairness independently of the outcome of the evaluation. Both knowledge of evaluation criteria and perceptions of evaluation fairness correlated with subsequent task performance. The implications of these findings are discussed with respect to understanding the influence of procedural justice on attitudes and task behavior in organizational settings.     

Stress and Deception in Speech: Evaluating Layered Voice Analysis*

Abstract: This study was designed to evaluate commonly used voice stress analyzers—in this case the layered voice analysis (LVA) system. The research protocol involved the use of a speech database containing materials recorded while highly controlled deception and stress levels were systematically varied. Subjects were 24 each males/females (age range 18–63 years) drawn from a diverse population. All held strong views about some issue; they were required to make intense contradictory statements while believing that they would be heard/seen by peers. The LVA system was then evaluated by means of a double blind study using two types of examiners: a pair of scientists trained and certified by the manufacturer in the proper use of the system and two highly experienced LVA instructors provided by this same firm. The results showed that the “true positive” (or hit) rates for all examiners averaged near chance (42–56%) for all conditions, types of materials (e.g., stress vs. unstressed, truth vs. deception), and examiners (scientists vs. manufacturers). Most importantly, the false positive rate was very high, ranging from 40% to 65%. Sensitivity statistics confirmed that the LVA system operated at about chance levels in the detection of truth, deception, and the presence of high and low vocal stress states.     

An Examination of Officer Stress: Should Police Departments Implement Mandatory Counseling?

This study suggests that police departments who promote counseling benefit from officer stress reduction. Officers from sixteen municipal police departments (n = 1,114) across the state of Alabama possessed moderate stress, but were influenced significantly by organizational demographics (including counseling opportunities). A majority of officers believed that stress signs were not predictive of police suitability but remained reluctant to share fears and anxieties with fellow colleagues, suggesting that officers feared the stigma associated with the need for stress counseling. Officers working in supportive counseling climates had significantly less stress, a reduced need for counseling, and a greater willingness to use counseling. Officers who engaged in counseling (at least occasionally) also reported more stress, indicating an awareness of their need for counseling. The authors concluded that police departments should consider requiring mandatory and periodic counseling for all officers, a procedural tactic that camouflages counseling need while concurrently treating the source of officer stress.