Justice: The Neglected Argument and the Pregnant Vision

Countering the present trend in the discourse on justice wherein human reason is perceived and marginalized as an embarrassment to justice and the trend to reject the concept of formal justice, this paper argues that there is formal justice and the essence of justice is setting things right and setting righteousness to stand straight. By this token, justice means the rule of reason, not the rule of power and desire, and the ethics of justice differs fundamentally from the ethics of care/benevolence. The popular assumption that justice as the rule of reason is incompatible with the idea of justice as accommodating diversity is unjustified. The paper joins the present discourse on justice from a historical perspective. It examines the historical Confucian and neo-Confucian concept of justice in a way of its dialogues with other Western concepts of justice such as Plato's concept of justice.     

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.     

Work gets unfair for the depressed: cross-lagged relations between organizational justice perceptions and depressive symptoms

The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N? = 625, N? = 134, N? = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.     

法律正义与道德正义

进入文明时代以来,社会正义一直是人们追求的基本价值目标.社会正义实质上是对人类社会关系(包括个人之间、群体及组织之间、个人与群体及组织之间的相互关系)的公平性、正当性的确认和捍卫,社会正义通常采取法律形式和道德形式来表达.法律正义是以国家意志的形式来表达的社会关系的规定性,它通过制度规范方式来确认和捍卫公民的合法权益和守法义务.道德正义是以德性和良心的形式来表现的社会关系的规定性,它通过伦理规范的方式来确认和维护公民的伦理权利和道德义务.法律正义是道德正义的基础和保障,因而也是社会正义的底线和起点;道德正义是法律正义的前提和灵魂,因而也是社会正义的理想和目标.构建法律正义与道德正义的良性互动关系.是实现社会正义的有效保证.     

A Conceptual Structure of Justice - Providing a Tool to Analyse Conceptions of Justice

Justice is a contested concept. There are many different and competing conceptions, i.e. interpretations of the concept. Different domains of justice deal with different fields of application of justice claims, such as structural justice, distributive justice, participatory justice or recognition. We present a formal conceptual structure of justice applicable to all these domains. We show that conceptions of justice can be described by specifying the following conceptual elements: the judicandum (that which is to be judged as just or unjust), the community of justice including claim holders and claim addressees, their claims (and obligations), the informational base for the assessment, the principles of justice, and on a more practical level, the instruments of justice. By specifying these conceptual elements of justice, it is possible to analyse and compare different conceptions of justice, to assess their internal consistency, to explore new definitions of justice in an analytical way, and to explicate an idea of justice in a manner that provides concrete links to the relevant context.     

Examining the Relationships Between the Justice Facets and Turnover Intent: The Mediating Roles of Overall Justice and Psychological Strain

We examined how interpersonal justice from coworkers, the traditional justice facets (i.e., distributive, procedural, interpersonal, informational), and overall justice perceptions relate to employee psychological strain and turnover intentions in Canadian Armed Forces personnel. Specifically, we hypothesized that overall justice would mediate the relationships between the justice facets (including coworker justice) and strain, and strain would mediate the relationship between overall justice and turnover intent. We used a cross-sectional correlational design with personnel from 2 military units (total N = 218) as our sample. A 2-step structural equation modeling technique was used to evaluate our hypotheses. Support for our hypotheses was obtained with 1 exception: informational justice did not predict overall justice judgments. Our results suggest that employees’ reactions to individual justice events and different sources of justice exert their effects on strain and turnover intent indirectly through their impact on a global evaluation of justice in their work environment.     

Dimensionality of organizational justice in a call center context

Summary.-Employees in three call centers were surveyed about their perceptions of organizational justice. Four factors were measured: distributive justice, procedural justice, interpersonal justice, and informational justice. Structural equation modeling was employed to test whether a two-, three-, or four-factor model best fit the call center data. A three-factor model of distributive, procedural, and informational justice provided the best fit to these data. The three-factor model that showed the best fit does not conform to any of the more traditional models identified in the organizational justice literature. This implies that the context in which organizational justice is measured may play a role in identifying which justice factors are relevant to employees. Findings add to the empirical evidence on the dimensionality of organizational justice and imply that dimensionality of organizational justice is more context-dependent than previously thought.     

Justice Orientation as a Moderator of the Framing Effect on Procedural Justice Perception

Justice orientation is a justice-relevant personality trait, which is referred to as the tendency to attend to fairness issues and to internalize justice as a moral virtue. This study examined the moderating role of justice orientation in the relationship between justice perception and response to a decision problem. The authors manipulated procedural justice and the outcome valence of the decision frame within a vignette, and measured justice orientation of 174 Japanese participants. As hypothesized, the results indicated an interaction between procedural justice and framing manipulation, which was moderated by individual differences in justice orientation. In negative framing, justice effects were larger for individuals with high rather than low justice orientation. The results are explained from a social justice perspective, and the contributions and limitations of this study are also discussed with respect to our sample and framing manipulation.     

The Role of Justice in Organizations: A Meta-Analysis

The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteristics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substantially related to the other types of justice. Findings from laboratory and field studies are not always in agreement. Future research agendas are discussed.     

顾客公平、情绪体验与员工情绪劳动的关系

采用情景故事法模拟八个顾客公平情景,对160名接线员情绪劳动进行测量,并比较不同故事情景下员工情绪劳动的差异。结果表明,公平感与员工情绪体验正相关显著,二者均与员工情绪劳动负相关显著;在顾客对员工自身或同事公平的情景下,完成情绪劳动付出的意志努力显著低于在顾客对员工自身或同事不公情景中付出意志努力;但在顾客对员工或同事一方不公平及都不公平情景下,情绪劳动差异不显著,员工完成情绪劳动均需付出的较高意志努力,但会显著高于顾客对员工或同事都公平的情景中完成情绪劳动付出的意志努力,即无论顾客对员工自己不公平还是对同事不公平及二者都不公平,只要有不公平情境的存在,员工都需要付出较多的意志努力完成情绪劳动。     

Justice‐sensitive interpretations of ambiguous situations

The accessibility of concepts related to justice and injustice is proposed as a basic cognitive mechanism underlying the personality trait of justice sensitivity. To provide evidence for this assertion, the manner in which justice sensitivity shapes the interpretation of an ambiguous situation was investigated. It was found that, without priming, and after injustice is primed, persons high in justice sensitivity tend to perceive greater injustice in an ambiguous situation than persons low in justice sensitivity. If the restoration of justice is primed, however, persons high in justice sensitivity tend to interpret the ambiguous situation as more just when compared to persons low in justice sensitivity. Results are discussed with regard to a process‐oriented explanation of emotional and behavioural effects of justice sensitivity.     

程序公正的测量及研究操纵

程序公正是指处理管理事务所依据的原则是否公正。普遍认可的程序公正原则包括一致性、避免偏见、准确性、可修正、代表性、道德与伦理原则。程序公正研究主要有测量和实验操纵两种研究范式。对程序公正的测量主要以单维为主,亦有少数多维测量量表;对程序公正的实验操纵主要以发言权为主,有少数研究对准确性、无偏性或综合几项原则进行操纵。未来研究应考虑程序公正的结构问题,对程序公正的操纵范围进行扩展、操纵方法考虑情景性,还需关注程序公正与程序不公正的差异。     

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。     

组织公正氛围的理论机制、研究视角及研究框架

组织公正是员工对工作场所公正环境的心理感知, 研究层面有个体与群体之分。以往研究多集中在个体层面, 以致研究结果缺乏对群体现象的有效解释。进入新世纪学者们开始关注群体层面的公正氛围研究, 并在理论和实证方面取得了较大突破。通过回顾相关研究可以发现：(1)在理论机制上, 公正氛围的形成可以通过社会信息加工理论、吸引-选择-磨合模型、公正传染概念和公正启发理论来解释; (2)在研究视角上, 主要存在维度视角、整体视角、感知来源视角、氛围属性视角和第三方视角; (3)在研究主题上, 主要涉及领导、团队和组织三方面对公正氛围的影响, 以及公正氛围对个体、团队和组织三个层面的影响效果。未来研究可着重从多种领导行为对不同公正氛围影响的比较、其他领导因素对公正氛围的影响、不同公正氛围对结果变量影响的比较、新视角公正氛围测量方法的尝试, 以及文化因素对公正氛围的影响研究等方面入手。     

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice

The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted job satisfaction. However, interpersonal procedural justice and distributive justice were more strongly related to job satisfaction with distributive justice having the strongest relationship of the three fairness perceptions.     

Procedural and Distributive Justice Beliefs for Self and Others: Multilevel Associations with Life Satisfaction and Self-Rated Health

Personal happiness and well-being are associated with a dispositional tendency to believe in the existence of justice. In addition, research suggests that links between justice beliefs and well-being are best revealed when utilizing distinctions between a belief in justice for one’s self versus others, and also a belief in procedural versus distributive justice. Using multilevel modeling, we examined whether individual-level links to personal well-being are moderated by higher-order (county-level) justice climates. Michigan (United States) residents (N = 497) were recruited through a statewide survey to complete measures of procedural and distributive justice beliefs for self and others, life satisfaction, and self-rated health. Individual-level beliefs in justice for both self and for others were more strongly associated with life satisfaction and health in climates where beliefs about justice for others were robust. In addition, an individual-level belief in distributive justice was more strongly linked to self-rated health in high distributive justice climates, and in low procedural justice climates. Taken together, these cross-level interactions suggest that higher-order justice climates may alter relationships between individual-level justice beliefs and personal well-being. We discuss implications for justice theory and directions for continued research on well-being and happiness.     

经济正义:当代伦理学面临的重大课题

正义是一个历史范畴。人类对正义的追求经历了一个由个人正义到社会正义、由政治正义到经济正义的过程。随着经济关系成为支配社会发展的主要力量,经济发展的单向度价值取向的危害日益严重,社会不公正现象在经济领域中日益凸现,经济正义已成为当代社会正义理论中最重要、最具有社会意义的内容和形式。     

组织公正研究:回顾与展望

文章主要回顾了组织公正40多年来的研究成果与进展,包括组织公正的概念和理论发展。并从组织公正概念的整合、机会公正、第三方公正、群体公正、跨文化研究、方法论等几个方面提出了进一步研究的思考和展望。     

Does activating justice help or hurt in promoting forgiveness?

Do justice values promote or obstruct forgiveness? This question has received virtually no empirical attention, even though past theorizing suggest two different answers. The literature on forgiveness suggests that justice constitutes a barrier to forgiveness, suggesting that the activation of justice values should decrease the probability of forgiveness. Conversely, the literature on justice and human values indicates that justice and forgiveness are positively associated, suggesting that the activation of justice should enhance the probability of forgiveness. Consistent with the latter line of reasoning, three studies, using complementary priming methods, provide converging evidence for the prediction that the activation of justice promotes (rather than obstructs) forgiveness. Implications for extant theory regarding forgiveness and justice are discussed.     

Contemporary justice research: A new look at familiar questions

Research on organizational justice has flourished in the last 30 years. During that time, researchers have generally sought to answer three questions: (1) Why do people care about justice? (2) What affects justice judgments? and (3) What outcomes are associated with justice judgments? The papers in this special issue of Organizational Behavior and Human Decision Processes on organizational justice reflect how these three questions are explored in contemporary justice research. This introduction to the special issue considers how the papers represent trends and developments in current justice research. Several themes are identified: the role of justice in a broader model of group engagement, the empirical examination of justice as a moral virtue, the effect of social context on justice judgments, and the darker reactions to injustice. Thus, the special issue provides insight not only to familiar justice questions but also to the evolution of the field and its future direction.