Campus Police Cooperation and Legitimacy: Extending the Procedural Justice Model

This paper extends the procedural justice model to campus policing, examining both the antecedents of legitimacy as well as the relative influence of student legitimacy evaluations on their likelihood of reporting campus crimes to the public safety department. A simple random sample of 31 undergraduate sections (n = 554) responded to a paper survey instrument. Undergraduate respondents indicate general procedural justice ratings are significantly related to their evaluations of campus police (CP) legitimacy. In turn, legitimacy ratings are significantly related to reporting likelihood. However, evaluations of the effectiveness of the CP have a stronger relationship with legitimacy than procedural justice.     

团队权力分布差异对团队冲突的影响：程序公平和合法性的作用

近年来团队权力分布差异与团队冲突间关系受到了学界较大关注, 但相关研究结果仍存在分歧。通过对70个工作团队的调查, 探讨了团队权力分布差异对团队冲突(任务冲突、关系冲突)作用的边界条件。结果发现, 程序公平调节了两者间关系：当程序公平较高时, 团队权力分布差异与任务冲突、关系冲突负相关; 当程序公平较低时, 团队权力分布差异与任务冲突、关系冲突正相关。此外, 被中介的调节模型分析显示, 团队合法性感知中介了程序公平的上述调节作用。     

When does procedural justice influence perceived legitimacy? The role of standing uncertainty and group identification

Many empirical studies have shown that procedural justice is the key determinant of whether an individual perceives an authority figure as legitimate. However, based on relational models of procedural justice and the uncertainty management model, there is reason to believe that the association between procedural justice and perceived legitimacy may be stronger for individuals who are uncertain about their standing as group members (moderation); this interaction might predict group identification and, in turn, perceived legitimacy (mediation). We tested this mediated moderation model in two experiments (Studies 1a and 1b) and a field study (Study 2) using different operationalizations of standing uncertainty across studies. The results of Studies 1a and 1b demonstrated that the association between procedural justice and perceived legitimacy was stronger for participants with high (vs. low) standing uncertainty. Study 2 showed that group identification mediated the association between this interaction effect and perceived legitimacy. Together, the results of the mediated moderation analysis showed that procedural justice was positively associated with perceived legitimacy through high group identification when standing uncertainty was high. The theoretical contributions and practical implications of our findings are discussed.     

Visible minority applicant concerns and assessment of occupational role in the era of community‐based policing

Attempts to recruit minority officers are an integral component of community‐based policing initiatives in Western democracies. To better understand how to optimize these initiatives, 80 African‐Canadian police applicants were surveyed for perceptions of occupational role, career aspirations and obstacles to minority recruitment. Although service to the Black community was a high priority, applicants reported this goal as secondary to providing service regardless of ethnicity. Further, applicants reported they would be as effective policing the White community and more effective policing the Black community than their White counterparts. Racial prejudice on the part of police officers and society were viewed as the most significant obstacles to minority recruitment. Two tests of potential perceptual distortions indicated that applicants perceived African‐Canadian acquaintances to be more frequent targets of police discrimination than they were as individuals, and perceived themselves as relatively less alienated from the police than were the police from their group. Discussion focuses on obstacles to minority recruitment, the fit between applicants' attitudes and the demands of modern policing, and the potential impact of a more ethnically diverse force for police–minority relations. Copyright © 1999 John Wiley & Sons, Ltd.     

社会公正对权威合法性的影响:社会阶层的调节作用

社会层面中的权威合法性研究是国内外学者和管理实践者近来关注的重要问题。而社会公正的两个维度——分配公正和程序公正对权威合法性的交互作用的结果并不一致。本研究基于解释水平理论,提出社会阶层能调节分配公正和程序公正对权威合法性感知的交互作用,并通过实验室研究和情境启动两种方法进行验证。结果发现对低阶层者来说,无论是否程序公正,分配公正能显著提高个体的权威合法性感知;在分配公正和多得不公条件下,程序公正显著降低权威合法性感知。对高阶层者来说,分配公正能显著提高程序公正时的权威合法性感知;程序公正能显著提高分配公正时的权威合法性感知。研究结果启示社会管理者在推行依法治国时应针对不同阶层民众的思维方式采取管理策略。     

Do Campus Police Ruin College Students’ Fun?

College students drink alcohol to have fun, but this can lead to trouble with campus police. Based on qualitative data obtained via interviews with 73 students, this article draws on the ethnographic perspective to describe and explain their perceptions of whether campus police ruin college students’ fun. Findings are discussed with respect to prior research on the topic, as well as their broader relevance to utilitarianism, police legitimacy, and procedural justice.     

Relation between police image and police visibility

The purpose of this study was to build a model for the public image and visibility of the police. These variables were seen as central to successful community policing. Explanatory variables included were contacts with the police, victimisation and background characteristics of the respondents. Questionnaire data were obtained from a sample of 3271 adults (mean age 42) and 986 youngsters (mean age 15.5) in two Finnish cities. Using multi‐sample structural equation modelling, a four‐factor model with two image factors (Friendliness and Closeness) and two visibility factors (Patrol‐Car‐Related and Police‐on‐Foot Activities) was confirmed by the data. As hypothesised, for both adults and youngsters, seeing police‐on‐foot activities was positively correlated with both image factors, while seeing Patrol‐Car‐Related Activities was negatively correlated with police image. Relationships of explanatory variables with image factors were to a large extent but not completely mediated by the visibility factors. Some differences were found between adults and youngsters in factor means and in regression relationships. Quality of police visibility proved to be an important factor from the point of view of community policing, in which one of the main purposes is to improve the relationship between the police and the public. Copyright © 2000 John Wiley & Sons, Ltd.     

Pre-operative transgender motivations for entering policing occupations

This article examines the motivations for American, English, and Welsh transgender motivations for entering policing. Historically and empirically, policing has been documented as a social environment where binary gendered ideologies are strictly enforced and upheld. Further, scant research on transgender perceptions of the police have highlighted fear of sexual assault, fear of arrest, heightened levels of police violence, and general uncomfortableness with interactions with the police. This article argues that instead of avoiding a perceived volatile binary gendered environment, pre-transition transgender identities seek out policing due to hyper masculine expectations of the job itself. I argue that MtF (male-to-female) and FtM (female-to-male) pre-transition transgender identities seek refuge within the hyper masculine environment of policing to ease internal conflicts as a result of gender dysphoria (i.e. pre-transition distress) prior to transition. In this study, 13 transgender police officers from America, England, and Wales were interviewed about their motivations for entering policing. This study found that a majority of male-to-female (MTF) and female-to-male (FTM) transgender identities chose to enter policing due to gender distress pre-transition. This research found that pre-transition people with MtF trasngender identies chose to enter policing to combat their gender dysphoria by proving their "masculinity," and people with FtM transgender identities enter policing to foster and embrace their “masculinity.”     

同事公正氛围：构念、测量、效能与展望

以往对公正氛围的探讨主要集中于源自权威的公正氛围上,而对来自同事的公正氛围关注较少。同事公正氛围是指团队成员对团队内同事之间相互对待公正性的共同知觉。本文首先对比总结界定了同事公正氛围的概念,明晰了其结构维度与测量工具,然后着重梳理评价了同事公正氛围的影响效能。未来研究应致力于：加强探讨同事公正氛围的前因变量,探讨同事公正氛围影响效能的内在机制和边界条件,运用纵向设计研究同事公正氛围的形成机制及影响效能,以及探索同事公正氛围研究的本土化。     

Perceived fairness in employee selection: the role of applicant personality

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization’s selection decision.     

Explaining the procedural justice–perceived legitimacy relationship: Relying on relational concern or instrumental concern?

People can extract relational information (i.e., relational concern) as well as instrumental information (i.e., instrumental concern) from decision‐making procedures. Thus, both instrumental and relational concerns are assumed to influence the procedural justice–perceived legitimacy relationship. Drawing from social exchange theory, the different kinds of concerns may lead to form different exchange relationships (social exchange relationship vs. economic relationship), which can be indicated by two forms of trust (affect‐based trust vs. cognition‐based trust). We built a model of trust mediation in which procedural justice predicted affect‐based and cognition‐based trust. Further, we also tested the hypothesis that high (compared with low) group identification individuals are more likely to rely on relational concern to construct procedural justice and judge legitimacy of authority, because they use procedural fairness information to infer the quality of their relationships with the authority. The results of an experiment (Study 1) demonstrated that both affect‐based trust and cognition‐based trust mediated the procedural justice–perceived legitimacy relationship. Moreover, a field study (Study 2) showed that affect‐based trust mediated the relationship between procedural justice and perceived legitimacy primarily among individuals with high group identification whereas cognition‐based trust mediated this relationship primarily among those with low group identification.     

Gender and mental health: An examination of procedural justice in a specialized court context

The procedural justice framework has been applied in the criminal justice contexts of policing, corrections, and courts. According to this perspective, fair treatment, respectful dialogue and being given a proper voice will contribute to citizens' positive views of authority figures. While this literature has grown immensely, several questions remain unanswered. Do males and females perceive similar levels of procedural justice? Does mental health status influence perceptions of fair treatment? Whether procedural justice is a general perspective that can be applied across social groupings has important implications for correctional treatment in that programs that truly “work” for all are more cost‐effective. Toward that end, the current study investigates the relationships among procedural justice perceptions, gender, and mental health status in specialized drug courts, a context that has received little empirical attention. We do so using secondary data originally collected between 2003 and 2009 for Rossman, Roman, Zweig, Rempel and Lindquist's Multisite Adult Drug Court Evaluation (MADCE). Results from a full‐sample analysis reveal that women report higher levels of procedural justice; that drug court participation significantly influences procedural justice perceptions; and that depressive symptomology is a significant predictor of procedural justice perceptions. In male‐ and female‐specific subsamples, drug court participation exerts similar effects for males and females, as does depressive symptomology. Implications for theory, research, and practice are discussed.     

Social Factors of Work-Environment Creativity

The aim of this study was to investigate how work-environment creativity is related to the social factors of: organizational-culture perceptions, employee participation, knowledge sharing, and procedural justice. Questionnaires were administered to 154 employees of a government organization. Because the employees within a department worked in diverse teams and their work environments may have varied, our analysis was conducted at the level of the individual. Hierarchical regression analyses showed that work-environment creativity was related to adhocracy-culture perceptions, employee participation, and knowledge sharing; that knowledge sharing was related to cooperative-team perceptions and procedural justice; and that knowledge sharing mediated the relationships of cooperative-team perceptions and procedural justice with work-environment creativity. Practical implications of the results are discussed.     

Validation française d’un questionnaire des perceptions de justice en milieu judiciaire

To improve the quality of the national justice system, the aim is to test the validity of a questionnaire on the justice perceptions of the criminal procedures and the justice decisions. One hundred and thirty-two defendants were questioned. A factorial analysis directs to a four factors solution: the distributive justice, the procedural justice, the interpersonal justice and the informative justice. After regression analyses, the procedural justice predicts the sentence satisfaction and the procedure satisfaction as well as the anger and the trust. The interpersonal justice predicts the procedure satisfaction and the trust, and the informative justice the satisfaction of the procedure. The results confirm the importance of the perceptions of the justice dimensions to favor positive attitudes towards the judicial institution.     

The influence of sexual harassment frequency and perceptions of organizational justice on victim responses to sexual harassment

Organizational justice theory was used to understand the conditions that influence how women respond when sexually harassed. Specifically, this study examined whether sexual harassment frequency interacts with perceptions of four types of organizational justice (procedural, distributive, interpersonal, and informational) to predict two types of victim responses (confrontation and reporting). With data collected from 257 female employees, it was found that the interaction between sexual harassment frequency and perceptions of distributive justice and the interaction between sexual harassment frequency and perceptions of procedural justice predicted reporting, whereas the interaction between sexual frequency and perceptions of distributive justice predicted confrontation. The interaction between sexual harassment frequency and perceptions of informational justice predicted both confrontation and reporting. Implications for organizations are discussed.     

Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions,Citizenship Behavior and Job Performance

Responses from 150 employees revealed that procedural justice reduced the negative effects of perceptions of covert, self-serving political behaviors (e.g., going along with others), but not overt political behaviors (e.g., tearing others down to build up self) on turnover intentions. Both procedural and interactional justice moderated effects of covert, but not overt political behaviors, on OCB beneficial to the organization; however, the interaction between interactional justice and covert behaviors was in the opposite direction than hypothesized. Neither interactional nor procedural justice moderated the two forms of perceptions of politics on supervisory rated job performance or OCB beneficial to supervisors. Note: I would like to thank Wayne Hochwarter, Suzanne Masterson, and Rob Moorman for their valuable comments on an earlier draft.     

Procedural injustice,police legitimacy,and officer gender: A vignette‐based test of the invariance thesis

Role congruity theory suggests that gender‐based stereotypes can result in female police officers paying a higher price (i.e., viewed as less legitimate) relative to male officers for mistreating people. The invariance thesis posits that the effect of (un)fair treatment by legal authorities on legal attitudes and beliefs is stable across situations, time, and space. This study tested the invariance thesis by assessing whether the effect of procedural injustice on police legitimacy differed across officer gender. A factorial vignette survey that consisted of two types of citizen‐initiated police encounters was administered to a university‐based sample (N = 525). The results showed that the effect of procedural injustice had a powerful and significant influence on participants' legitimacy perceptions. These effects were consistent regardless of whether the treatment was doled out by a male or a female police officer. The findings provide support for the invariance thesis.     

Personality traits and perceptions of organisational justice

This study examined the association between five‐factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35–50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five‐Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.     

Public trust and confidence in legal authorities: What do majority and minority group members want from the law and legal institutions?*

Discussions of public trust and confidence in the police and the courts often assume that the key to public feelings is the public's evaluation of the outcomes that the public receives from these legal authorities. In the case of the courts, discontent is often assumed to be linked to issues of cost and delay-instrumental concerns about the outcomes delivered to the public by the courts. In the case of the police, the inability to effectively control crime is frequently seen as driving public evaluations. This article presents an alternative procedural justice based model that links public trust and confidence to views about the manner in which legal authorities treat the public. Drawing upon psychological research about public evaluations of institutions and authorities it is argued that the key issue that shapes public views is a process based evaluation of the fairness of the procedures that the police and courts use to exercise their authority. Analyses from several studies exploring the basis of public views support this procedural justice based model of public evaluation. In addition, the results provide suggestions about the elements of procedures that are central to public judgments about their fairness.     

Justice in teams: The activation and role of sensemaking in the emergence of justice climates

Justice climates are considered to be an emergent phenomenon, which originates in the cognition, affect and behaviors of individuals, but is amplified by their interactions and manifests itself as a collective construct (see Kozlowski & Klein, 2000). However, researchers have given little attention to the role of social interaction in the convergence of member justice perceptions in teams. Using conversational data from 372 students working in a team business simulation with two levels each of procedural treatment and outcome favorability, this study examines how treatment fairness arouses sensemaking in teams and the features of such sensemaking processes that give rise to shared justice perceptions. The results highlight an interactive effect of outcomes and procedures on team sensemaking, which is shown to influence justice climate strength. The results also provide insight into the effects of discussion content, intensity and duration on the emergence of justice climates.