程序公正及其心理机制

程序公正是组织公正的重要成分。自从Thibaut和Walker（1975）提出程序公正的概念以后,程序公正被引入了很多领域的研究,得到了极大的发展,但是程序公正的内容需要整合统一。发言权效应和尊重效应讨论了影响程序公正判断的因素,个人利益模型和团体价值模型则分析了其内在的心理机制。程序公正影响了大量与工作有关的态度和行为,并与分配结果产生了交互作用,其内在机制也在文章中得到了讨论。     

分配公正、程序公正、互动公正影响效果的差异

以大学生奖学金评比为例,探讨了组织公正各维度影响效果的差异。以661名大学生为被试,采用2×2×2的完全随机设计,以情境故事法（scenarios）呈现刺激,研究了奖学金评比中分配公正、程序公正、互动公正对大学生学习投入、班级荣誉感、班级归属感、与辅导员的关系的影响。结果表明,组织公正三个维度与效果变量之间存在清晰的对应影响关系：分配公正主要影响具体、以个人为参照的效果变量;程序公正主要影响与组织有关的效果变量;互动公正主要影响与上司有关的效果变量。     

论教育政策程序公正

教育政策程序公正是指在制定与实施教育政策的过程中,按照合理的顺序、方式与步骤,以有效实现公共教育利益的行动秩序总和.教育政策程序公正是实现教育政策结果公正的理性考量,同时,更是对掌握公共教育权力的政策主体行为的一种必要约束.一般而言,教育政策程序公正包括:多方参与、平等对待、公开透明、价值\"中立\"、程序自治与科学合理等基本要求.     

医疗决策的程序公正

由于社会满足不了所有的医疗需求,医疗决策问题变成了确定医疗的限度问题.由于社会对于限度决定很难获得共识,医疗决策要通过公正的程序获得.医疗决策不能由某个人或某个团体或权力机构做出,而应该通过民主协商来做出.否则,人们会质疑医疗决策的合法性.     

医疗决策的程序公正

由于社会满足不了所有的医疗需求,医疗决策问题变成了确定医疗的限度问题。由于社会对于限度决定很难获得共识,医疗决策要通过公正的程序获得。医疗决策不能由某个人或某个团体或权力机构做出,而应该通过民主协商来做出,否则,人们会质疑医疗决策的合法性。     

分配不公正下的退缩行为：程序公正和互动公正的影响

以160名中学教师为被试,采用2×2的完全随机设计,以模拟故事（scenarios）的方法呈现刺激,研究了在职称评定中分配不公正的前提下,程序公正/不公正,互动公正/不公正对教师的退缩行为（消极怠工、拒绝帮助、离职、对校长的消极态度）的影响。结果表明,在分配不公正条件下：（1）程序公正、互动公正均影响教师的消极怠工程度;（2）程序公正、互动公正均影响教师的拒绝帮助行为程度,而且交互作用显著;（3）互动公正影响教师对上司的消极态度,程序公正无显著影响;（4）程序公正和互动公正对离职意愿影响均不显著     

程序公正作用机制中的调节变量

程序公正是指用于决定分配的过程是否公正。回顾近年来程序公正作用机制的相关理论以及实证研究结果发现, 对程序公正的效果起调节作用的主要有四类因素, 分别为情景因素、个体特征因素、分配结果因素以及领导者因素。今后该主题的研究应进一步关注发言权效应的跨文化验证、探索本土化程序公正原则、进一步考察情景变量的调节效应、加强领导者因素的研究、结合分配公正进行研究, 并应加强程序公正的应用性研究。     

组织不公正及其效果研究述评

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向     

态度强度的维度结构与研究操作

态度强度指态度具有坚持性和抵抗性的程度及其对信息加工过程和行为产生影响的程度,包括可获得性、两面性、确定性、精细加工、极端性、重要性、知识性、个人相关性和结构一致性9个常见维度。文章介绍了态度强度的操纵和测量方法,对探讨态度强度维度结构的已有研究进行了阐述和总结,在此基础上指出态度强度至少包含三重维度结构,并提出将态度强度与群体水平变量和社会预警系统相联系等研究角度     

公正的启发理论述评

组织公正感包括分配公正、程序公正、互动公正等重要的组成要素。尽管这些公正感的构成要素有不同的内涵和影响因素,然而在许多情况下,这些要素之间有较高的一致性。与过去注重这些要素的差异性相反,Lind看到了这些公正感要素之间的一致性,提出了试图整合这些一致性的公正理论：公正的启发理论。该文比较全面地介绍了公正的启发理论的含义,如何启发等核心概念,并对启发理论存在的问题进行了分析,指出了启发理论研究的方向。     

THE MEDIATING ROLE OF PROCEDURAL JUSTICE IN RESPONSES TO PROMOTION DECISIONS

This study used structural equations modeling to examine the mediating role of procedural justice in the relationships between promotion decisions and organizational commitment and between promotion decisions and intent to leave the organization. 156 managers and executives in Italian subsidiaries of two large multinational organizations in the chemical industry were surveyed about their career history within the organization and their reactions to promotion decisions over an 8-year period. The results showed that promotion decisions influenced feelings of organizational commitment through perceptions of procedural justice in promotion decision-making processes. The theoretical and practical implications of the study’s findings are discussed.This research was supported by the Italian Ministry of University and Scientific Research (MURST). A previous version of this paper was presented at the 2000 Academy of Management meetings in Toronto and published in the Best Paper Proceedings. We would like to thank Paula Caliguiri, Jason Shaw, M. Susan Taylor, and two anonymous Academy reviewers for their helpful suggestions on prior drafts of this article.     

A TEST OF THE GROUP VALUES AND CONTROL MODELS OF PROCEDURAL JUSTICE FROM THE COMPETING PERSPECTIVES OF LABOR AND MANAGEMENT

A path model was developed to determine the predictive power of the group values (Lind & Tyler, 1988) and the self-interest/control (Thibaut & Walker, 1975) models in the justice judgments of three state impasse resolution procedures for teacher bargaining disputes. Surveys were returned by 90 school superintendents and 74 union presidents from districts that had used the procedures during the last contract negotiations. The group values variables of perceived neutrality of, and trust in, third parties were most predictive of procedural justice judgments. Process control was also predictive of procedural justice judgments, whereas decision control was not. Neither model was predictive of distributive justice judgments. Further, the path analysis clearly indicates the importance in this context of examining procedural and distributive justice from the competing perspectives of labor and management. Labor/management affiliation was strongly related to trust in third parties, perceptions of relative pay, and overall distributive justice judgments.     

THE ADOLESCENT'S CONSTRUCTION OF PROCEDURAL JUSTICE AS A FUNCTION OF AGE,FORMAL THOUGHT AND SEX*

The adolescent's understanding of procedural justice and its possible relationships with age, formal thought and sex were investigated. Based on social cognition literature, four predictions were tested: (1) juridical understanding develops along a number of levels; (2) it is fully, partially, or not dependent on formal thought; (3) its dependence, if any, is limited to some of the abilities composing formal thought, i.e., the experimental abilities; (4) no sex differences exist. A battery of formal tasks and a questionnaire tapping juridical understanding were addressed to 120 adolescents, equally sampled from grades 8, 10, and 12, in order to test these predictions. Qualitative analysis showed the understanding of justice developed on four levels: naive realism, integrated realism, inquisitive thinking, intersystemic thinking. ANOVA applied on justice scores and the regression of justice on the formal scores validated predictions 2(b), 3, and 4. The kind of formal and postformal thought contributions to social cognition and the relationships among various social cognition domains were discussed.     

FACTORS AFFECTING COWORKERS' PROCEDURAL JUSTICE INFERENCES OF THE WORKPLACE ACCOMMODATIONS OF EMPLOYEES WITH DISABILITIES

We examine coworkers' procedural justice inferences about the accommodation of another employee when they believe it is for disability-related reasons. Legal constraints that prevent the release of information about the accommodation process may lead to negative inferences about fairness. However, we argue that other factors can help to make inferences about procedural justice more positive. We present a model of the process through which coworkers engage in making inferences about the procedural justice of accommodating a coworker with a disability and the individual and organizational level factors likely to influence those inferences. Consequently, we present propositions to be studied in future empirical research and suggestions to managers who desire to reduce negative coworker reactions to accommodating individuals with disabilities.     

AN ANALYSIS OF THE PROCEDURAL COMPONENTS OF SUPPORTED EMPLOYMENT PROGRAMS ASSOCIATED WITH EMPLOYMENT OUTCOMES

This study examined the relation between the procedural components of supported employment programs and employment outcomes for 120 individuals with disabilities. These individuals were involved in supported employment programs established through the Utah Supported Employment Project. The results suggest that successful implementation of supported employment services led to ongoing employment of study participants in community work sites, increased wages, and ongoing opportunities for workers to interact with nondisabled peers. In addition, several procedural components were found to be strongly associated with successful employment outcomes for workers. Results of the study are discussed in terms of the training needs of supported employment program staff and future research for the dissemination of a cohesive technology of supported employment.