Justice and the human alarm system: The impact of exclamation points and flashing lights on the justice judgment process

Extending theory within the justice domain and work on the human alarm system, the current paper argues that the process by which justice judgments are formed may be influenced reliably by the activation of psychological systems that people use to detect and handle alarming situations. Building on this analysis, it is further proposed that if this line of reasoning is true then presenting alarm-related stimuli, such as exclamation points and flashing lights, to people should lead to more extreme judgments about subsequent justice-related events than not presenting these alarming stimuli. Findings collected using different experimental paradigms provide evidence supporting these predictions both inside and outside the psychology lab. Implications for the social psychology of justice and the human alarm system literature are discussed.     

国际关系的伦理审视

探讨国际关系伦理,明确战争的正义性和非正义性,以避免战争,尽量减少战争带来的伤亡,维护世界和平;各国要相互尊重,平等地开展国际合作,共同发展,实现世界的共同繁荣;南北国家要加强交流与合作,寻求最佳的结合点,共同致力于全球的可持续发展;最后,各国必须以伦理道德为依托来解决国际人权问题,必须承认人权的普遍性和多样性,确立一个同纷繁复杂的文化多样性相协调的普遍的最低道德标准。     

Beyond individual justice facets: How (Mis)alignment between justice climates affects customer satisfaction through frontline customer extra-role service behavior

ABSTRACT

This study examines the combined effect of organizational justice facets on store-level customer extra-role service behavior, and subsequently on customer satisfaction. Hypotheses were tested on a sample of 1,951 employees in 121 business units from four countries, and on 55,731 customers of an international retailer. The results of polynomial regression and response surface analysis revealed that unit customer service performance and customer satisfaction are higher when justice facets are aligned at high levels, compared to when they are aligned at low levels. Moreover, we found evidence that the consequences of misalignment between justice facets are asymmetrical. Unit outcomes were higher when distributive justice (DJ) and procedural justice (PJ) climates were both higher than the interpersonal justice climate, compared to when the inverse was true. Conversely, unit outcomes increased when informational justice (INF-J) climate was higher than DJ and PJ climates, compared to when DJ and PJ climates were higher than INF-J climates. The observed effects of misalignment between justice facets were non-linear, as complex curvilinear relationships were moderator-dependent. Customer satisfaction was higher in stores with higher team customer service behavior, and team service behavior was found to be a significant conduit by which justice facets (mis)alignment influence customer satisfaction.     

Justice and employee attitudes during organizational change: The mediating role of overall justice

IntroductionSeveral studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in fairness heuristic theory (FHT).ObjectiveThis study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment).MethodologyWe surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2).ResultsEach dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2).ConclusionOur findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers.     

Organizational justice and mental health: A multi‐level test of justice interactions

We examine main and interaction effects of organizational justice at the individual and the organizational levels on general health in a Kenyan sample. We theoretically differentiate between two different interaction patterns of justice effects: buffering mechanisms based on trust versus intensifying explanations of justice interactions that involve psychological contract violations. Using a two‐level hierarchical linear model with responses from 427 employees in 29 organizations, only interpersonal justice at level 1 demonstrated a significant main effect. Interactions between distributive and interpersonal justice at both the individual and the collective levels were found. The intensifying hypothesis was supported: the relationship between distributive justice and mental health problems was strongest when interpersonal justice was high. This contrasts with buffering patterns described in Western samples. We argue that justice interaction patterns shift depending on the economic conditions and sociocultural characteristics of employees studied.     

Event justice and social entity justice: A cross-lagged analysis

IntroductionThe life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring and selection procedure, performance appraisal, new working methods). Facing such events, employees evaluate the fairness of the situation experienced (event justice). They can also examine the fairness demonstrated by a specific entity, such as the organization or the supervisor (social entity justice). So far, little is known about how justice judgments about events vs. entities are related to each other, especially in a context of organizational change.ObjectiveBuilding on decision-making and organizational justice literature, we investigate the directionality of the causal relationships between event justice and social entity justice within a context of organizational change in a Belgian company (a significant reorganization at the level of the organization chart resulting in different changes for employees).MethodsWe used two samples (team leaders and executives) and realized a cross-lagged panel analysis with two measurement times.ResultsThe study shows that, in both samples, employees’ fairness perceptions about their organization (social entity justice) influence their interpretation of the fairness of subsequent events involving the organization (event justice).ConclusionBuilding and fostering a climate of justice is therefore of primary importance to organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as an organizational change, as being fair.     

Perceived justice of available opportunities and self-esteem,collective esteem and social exclusion: A study of three religious groups in India

Groups have their own social realities which determine their perceptions of justice having impact on their well- being and consequent integration with the mainstream society. The objective of the present study was to understand variations in perceived justice in terms of opportunities existing in five different domains, i.e. social prestige, economic, educational, employment and political by the Hindu Majority (N = 100) and Muslim (N = 100) and Christian (N = 76) minorities in India. In addition, the study also aimed to understand the relationship of perceived justice with self-esteem, collective esteem and social exclusion. Male and female participants (N = 276) of the study were either of high or low caste, and were of employed or unemployed status from a north Indian city. The results indicate that justice perception is determined by religion and caste not by gender and employment status. The majority Hindus perceived significantly higher perceptions of justice than Christians and Muslims minorities on all four domains except education. For education the minority Muslim group had lower justice perceptions than Hindus and Christians who did not differ significantly. The three groups differed significantly in their ratings of social exclusion with maximum exclusion perceived by Christians and minimum by Hindus. Results have implications for development initiatives.     

Fair process revisited: Differential effects of interactional and procedural justice in the presence of social comparison information

The competing views of fairness theory ( [Folger and Cropanzano, 1998] and [Folger and Cropanzano, 2001]) and fairness heuristic theory (Van den Bos, Lind, Vermunt, & Wilke, 1997) were tested by studying the effects of interactional (IJ), procedural (PJ), and distributive justice (knowledge of others’ outcomes [OO]) upon evaluations of outcome fairness and customer satisfaction. The participants, 369 undergraduates, were randomly allocated to scenario-based experimental conditions. A 2 (IJ) × 2 (PJ) × 4 (OO) MANOVA and stepdown analyses provided evidence of “fair process” across all levels of distributive justice for outcome fairness (p<.001) and satisfaction (p<.001), but only in relation to the effects of interactional justice. No such effects were found for procedural justice. Implications for the development of justice theory are discussed.     

Why and when justice sensitivity leads to pro- and antisocial behavior

People differ in how injustice-sensitive they are either as victims or as observers. Whereas observer sensitivity is positively related to cooperative behavior, victim sensitivity promotes antisocial and egoistic behavior. The present article investigates the dynamics underlying these effects. Participants played an online-based public goods game and were informed about the number of people who violated a fairness rule in previous rounds of the game (no, some, or many violators). High victim-sensitive participants contributed less to the public good even in the “some violators” condition. High observer-sensitive participants contributed more to the public good even in the “many violators” condition. The findings correspond with the sensitivity to mean intentions model and cannot be explained by individual differences in general trust.     

Employee personality, justice perceptions, and the prediction of workplace deviance

We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work.     

The effects of justice motivation on memory for self- and other-relevant events

We examined whether people might distort and selectively remember the past in ways that enable them to sustain a belief in a just world (BJW; Lerner, M. J. (1980). The belief in a just world: A fundamental delusion. New York: Plenum Press). In Study 1, recall of a lottery prize reflected participants’ justice concerns, such that the average lottery amount recalled was lowest when a “bad” versus “good” person won. In Study 2, an unrelated experience of just world threat (versus affirmation) enhanced biased recall of the lottery prize when the winner was undeserving. In Study 3, participants who experienced a fortuitous bad break selectively remembered more bad deeds from their recent past, whereas participants who experienced a good break selectively remembered more good deeds. Study 4 demonstrates that such selective memory biases specifically serve to portray chance outcomes as more fair. Taken together, these findings offer support for the notion that reconstructing and selectively recalling the past can serve to sustain a BJW.     

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.     

The biological bases of unfairness: Neuroimaging evidence for the distinctiveness of procedural and distributive justice

A classic debate in the organizational justice literature concerns the question of whether procedural justice and distributive justice are independent constructs. We investigate this question by using fMRI methods to examine brain activation patterns associated with procedural and distributive unfairness. We observed a clear dissociation of activation between these two forms of justice, and only a minimal amount of shared activation in the hypothesized regions. Specifically, unfair procedures evoked greater activation in parts of the brain related to social cognition, such as the ventrolateral prefrontal cortex (VLPFC) and the superior temporal sulcus (STS), whereas unfair outcomes evoked greater activation in more emotional areas of the brain, such as the anterior cingulate cortex (ACC), anterior insula (AI) and the dorsolateral prefrontal cortex (DLPFC). We interpret the findings as supporting the notion that the two forms of justice reflect distinct constructs, while recognizing that, as forms of justice, they are closely related nomologically.     

Self-construal level and voice procedures: The individual self as psychological basis for procedural fairness effects

In the current article, we investigate the influence of self-construal level on procedural fairness effects, that is, the finding that fair versus unfair procedures influence people’s evaluations of their relation with decision-making authorities. In two experiments, we manipulated self-construal level by activating the individual self (“I”) or the social self (“We”), and we induced a control condition. Furthermore, we manipulated procedural fairness by granting versus denying participants an opportunity to voice their opinion in a decision-making process. Results consistently revealed stronger procedural fairness effects if the individual self is activated than if the social self is activated. It is concluded that sometimes the individual self, rather than the social self, constitutes the psychological basis for procedural fairness effects.     

Conflict management and organizational attitudes among Japanese: individual and group goals and justice

By asking 341 Japanese employees to rate experiences of conflict with their supervisors in terms of conflict concerns and outcomes, we attempted to examine the following two hypotheses: attainment of the individual and group goals would increase the perceived justice (H2), and the perceived justice would increase the outcome satisfaction and organizational commitment (H1: the justice-bond hypothesis). The results of structural equation analysis supported H1, but only partially supported H2; that is, only the group goals increased the perceived justice. Instead, the individual goals directly increased the outcome satisfaction, not by way of the perception of justice. These findings suggest that Japanese employees felt that justice was achieved when they saw the conflicts were resolved in the group-oriented manner, relatively independent of personal interests.     

International career articles: A content analysis of four journals across 34 years

This study included a review and content analysis of international career articles published in four major U.S. vocational/career journals over a 34-year time period. Three hundred and twenty-six articles were identified, constituting 2.4% of the total number of articles published in these journals during this time. The results showed an increasing number of international career articles being published over time and that most of them are empirically based, with adult professionals as the most common sample type. The two most common content areas identified were Career Issues Related to a Specific Culture, Country, or Population and Academic and Vocational Attitudes. Further, a substantial amount of these publications originated from institutions in Israel. Implications for practice and future research are discussed.     

学校心理学发展的国际现状

该文系统考察了学校心理学发展的国际现状。具体探究了学校心理学的国际背景、起源及现状;国际上学校心理学的组织和认证、学校心理学家的培养;揭示了当前国际上学校心理学遇到的一些问题;最后,指出了学校心理学未来发展的国际趋势。     

Equity sensitivity versus egoism: A reconceptualization and new measure of individual differences in justice perceptions

Traditional research on equity sensitivity has defined the construct as a dispositional preference for increased work rewards and/or a preference for reduced work inputs. We note this classic definition is more consistent with the notion of egoism, and bears little conceptual relationship to equity sensitivity per se. In contrast, we here offer a redefinition of equity sensitivity as a dispositional tendency to perceive stimuli as fair versus unfair. In Study 1, a content validity analysis of the dominant equity sensitivity measure reveals that most items assess input/reward preferences (i.e., egoism), rather than a dispositional tendency to perceive things fairly. In Study 2, we develop a Neutral Objects Fairness Orientation (NOFO) questionnaire, which exhibits discriminant validity from the classic egoism-based equity sensitivity measure. Study 3 further validates the NOFO by demonstrating 3-month retest reliability and incremental validity over the traditional egoism-based measure in predicting justice perceptions. In addition, we show that the NOFO moderates/magnifies the relationship between frequency of evaluative work events and justice perceptions. Study 4 replicates results from previous studies and shows that equity sensitivity and egoism both predict employees' perceived behavioral contributions—but only equity sensitivity does so through a mechanism of justice perceptions.