Long-term focus and prosocial–antisocial tendencies interact to predict belief in just world

According to justice motive theory, individuals need to believe that the world is a just place where people generally get what they deserve (Lerner, 1977). Individuals are thought to need belief in a just world (BJW) in part because it gives them the confidence required to invest in long-term goals. However, BJW can only provide confidence that individuals will reap the rewards of their investments if they invest in their goals through prosocial means (e.g., Hafer, 2000). The current study provides evidence for this argument. Specifically, we examined individual differences in BJW, long-term goal focus, and prosocial–antisocial tendencies to test the hypothesis that higher long-term focus would be associated with higher BJW, but only amongst those who are also high in prosocial (low in antisocial) tendencies. This hypothesis was tested four times using four measures of prosocial–antisocial tendencies. Simple slopes analyses revealed the predicted pattern of results for three of the four measures. Our findings (a) provide novel support for the idea that BJW aids in the prosocial pursuit of long-term goals, and (b) have implications for individual variation in BJW.     

Family‐Based HIV and Sexually Transmitted Infection Risk Reduction for Drug‐Involved Young Offenders: 42‐Month Outcomes

This study tested a family‐based human immunodeficiency virus (HIV)/sexually transmitted infection (STI) prevention approach integrated within an empirically supported treatment for drug‐involved young offenders, Multidimensional Family Therapy (MDFT). A randomized, controlled, two‐site community‐based trial was conducted with 154 youth and their parents. Drug‐involved adolescents were recruited in detention, randomly assigned to either MDFT or Enhanced Services as Usual (ESAU), and assessed at intake, 3, 6, 9, 18, 24, 36, and 42‐month follow‐ups. Youth in both conditions received structured HIV/STI prevention in detention and those in MDFT also received family‐based HIV/STI prevention as part of ongoing treatment following detention release. Youth in both conditions and sites significantly reduced rates of unprotected sex acts and STI incidence from intake to 9 months. They remained below baseline levels of STI incidence (10%) over the 42‐month follow‐up period. At Site A, adolescents who were sexually active at intake and received MDFT showed greater reduction in overall frequency of sexual acts and number of unprotected sexual acts than youth in ESAU between intake and 9‐month follow‐ups. These intervention differences were evident through the 42‐month follow‐up. Intervention effects were not found for STI incidence or unprotected sex acts at Site B. Intensive group‐based and family intervention in detention and following release may reduce sexual risk among substance‐involved young offenders, and a family‐based approach may enhance effects among those at highest risk. Site differences in intervention effects, study limitations, clinical implications, and future research directions are discussed.     

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.     

The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules,moral accountability,bandwidth-fidelity,and social exchange

Multifoci justice pulls from research on social exchange theory to argue that despite the proliferation of rule sets in the literature (often referred to as the “types” of justice), individuals seek to hold some party accountable for the violation/upholding of such rules, and it is these parties (e.g., supervisors, the organization as a whole) that are most likely to be the recipients of attitudes and behaviors (i.e., target similarity effects). To explore these issues, we meta-analytically (k = 647, N = 235,682) compared the predictive validities of source- vs. type-based justice perceptions and found that (a) multifoci justice perceptions more strongly predicted outcomes directed at matched sources than did type-based justice perceptions, (b) multifoci justice perceptions more strongly predicted target similar than dissimilar outcomes, and (c) the relationships between multifoci justice perceptions and target similar outcomes were mediated by source-specific social exchange.     

Do procedures really matter when rewards are more important? A Pakistani perspective on the effects of distributive and procedural justice on employee behaviors

Introduction

Researchers agree that procedural justice and distributive justice interact so that high procedural fairness reduces the negative consequences of distributive unfairness.

La Justice Procédurale comme Variable Prévisionnelle de la Motivation Intrinsèque au Travail

Although the importance of intrinsic motivation at work is already known, the relationship between organizational justice and employees’ motivation remains unexplored. Consequently, the purpose of the present study was to examine the predictive role of organizational justice on intrinsic motivation and the mediation effect of fundamental needs satisfaction in the study of organizational justice and employees’ intrinsic motivation. Key variables have been measured with a sample of 273 workers coming from numerous fields of work. Correlational analyses and multiples regression analyses have been conducted and have shown a significant positive relationship between the variables as well as a partial mediation effect of the basic psychological needs’ satisfaction in the relationship between procedural justice and intrinsic motivation. Results show significant positive relations between the three variables of interest and a partial mediation of the basic needs in the relation existing between procedural justice and intrinsic motivation. The role of justice for the development of intrinsic motivation at work is discussed.     

La justice organisationnelle comme levier pour promouvoir la qualité de vie au travail

The goal of this study is to show the relevance of organizational justice principles in interventions to prevent psychosocial risks. Following an introduction identifying organizational justice as a predictor of health and quality of work life, we illustrate its application to a diagnosis and an intervention for hospital staff. The responses of 685 employees to a questionnaire identified a lack of support and justice by managers; thus, sensitivity to organizational justice was incorporated into a training program on management and psychosocial risks. A quasi-experiment in which hospital staff participated revealed a beneficial effect of the manager training on justice perceptions of the staff, confirming in part our hypotheses. The illustration in our study of the benefits of using justice principles in manager training offers new perspectives for promoting quality of life at work and reducing psychosocial risks.     

Methods,minds, memory,and kinds

ABSTRACT

The acquisition of a skill, or knowledge-how, on the one hand, and the acquisition of a piece of propositional knowledge on the other, appear to be different sorts of epistemic achievements. Does this difference lie in the nature of the knowledge involved, marking a joint between knowledge-how and propositional knowledge? Intellectualists say no: All knowledge is propositional knowledge. Anti-intellectualists say yes: Knowledge-how and propositional knowledge are different in kind. What resources or methods may we legitimately and fruitfully employ to adjudicate this debate? What is (or are) the right way(s) to show the nature of the knowledge knowers know? Here too there is disagreement. I defend the legitimacy of the anti-intellectualist appeal to cognitive neuroscientific findings against a recent claim that anti-intellectualists conflate the scientific categories of procedural and declarative knowledge with the mental kinds of skill (knowledge-how) and propositional knowledge, respectively. I identify two kinds of arguments for this claim and argue that neither succeeds.     

Procedural fairness predicts cooperative behaviour for high-self-esteem individuals but not for low-self-esteem individuals

Cooperation is vital for modern society. Previous studies showed that procedural fairness promotes cooperation; however, they mainly focused on cooperation intention, which may fail to reveal actual cooperative behaviour. Moreover, little is known regarding the personality boundary of the effect of procedural fairness on cooperation. Guided by previous findings that self-esteem increases sensitivity to procedural unfairness, we attempted to explore the moderating effect of self-esteem on the association between procedural fairness and cooperative behaviour. In Experiment 1, 160 participants' self-esteem was measured using the Rosenberg Self-Esteem Scale; procedural fairness was manipulated in two conditions, depending on whether money was allocated in an economic game by rolling the dice twice or an allocator's arbitrary choice. Cooperative behaviour was assessed using the chicken game paradigm. Experiment 2 (148 participants) aimed to replicate and extend the results of Experiment 1 using a more rigorous experimental design, in which the possible effect of outcome favourability was excluded. The results of both experiments consistently showed that procedural fairness positively predicted cooperative behaviour, and this association was significant in high-self-esteem individuals, but not in low-self-esteem individuals. These findings shed light on the vital role of self-esteem in understanding the relationship between procedural fairness and cooperative behaviour.