The consistency rule and the voice effect: the influence of expectations on procedural fairness judgements and performance

In procedural justice research it has frequently been found that allowing people an opportunity to voice their opinion enhances their judgements of the fairness of a decision-making procedure. The present study investigated how this voice effect is affected by the consistency over time rule, which dictates that, once people expect a certain procedure, deviation from the expected procedure will lead to a reduction in procedural fairness. Two experiments were conducted. In both experiments the independent variables manipulated were whether subjects were explicitly told to expect a voice procedure, were explicitly told to expect a no-voice procedure, or were told nothing about a subsequent procedure, and whether or not subjects subsequently received an opportunity to voice their opinion. The manipulations were induced by means of scenarios in Experiment 1, and by means of the Lind, Kanfer and Early (1990) paradigm in Experiment 2. In both experiments it was found that subjects who expected a voice procedure or who expected nothing judged receiving the voice procedure as more fair than receiving the no-voice procedure, but that subjects who expected a no-voice procedure judged receiving the voice procedure (inconsistency) as less fair than receiving the no-voice procedure (consistency). Furthermore, effects of the manipulated variables on subjects' task performance were found in Experiment 2.     

PREDICTORS OF JOB SEARCH BEHAVIOR AMONG EMPLOYED AND UNEMPLOYED PEOPLE

This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen's (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a 2-wave longitudinal design, using a sample of employed individuals ( N = 989) and a sample of unemployed individuals ( N = 317). Results supported the applicability of the TPB in the 2 groups. The attitude-intention-behavior relationship was stronger in the unemployed group than in the employed group. The TPB variables partially mediated the effects of the additional variables studied.     

Scripture as the Voice of God: The Continuing Importance of Autopistia

This article argues that the concept of autopistia offers a helpful perspective for theological reflection on the authority of Scripture in the present context. It explains the concept by eliminating some misunderstandings and offering a definition of the autopistia of Scripture from its theological sources. It faces the objections that the idea is inutile because it is too specifically Protestant and outdated because it rests on pre‐modern presuppositions. Finally it draws some implications of this perspective for the role of the church, for the communication of the authority of Scripture in the postmodern context, and for the proper place of the doctrine of Scripture in systematic theology.     

Continuing bonds in adjustment to bereavement: Impact of abrupt versus gradual separation

There is debate whether continuing bonds with a deceased person help or hinder adaptation to bereavement. This longitudinal study examined causal relationships between continuing bonds and symptoms over time. Following attachment theory predictions, suddenness of separation was examined as a moderator. Data were obtained from 60 bereaved spouses at 3 points across the first 2 years of bereavement. Measures included expectedness of death, grief and depression measures, and a continuing bonds index. Persons with unexpected loss who retained strong bonds were the least well adapted and remained so over time. Those with expected loss and strong ties suffered initially but improved. Those with weaker ties had lower scores on maladaptation, regardless of (un)expectedness of death. Theoretical and applied implications are discussed.     

Feelings of injustice after violation of succession rules in simulated organizations

In previous studies (e.g. Bruins and Wilke, 1993) it was established that in hierarchically structured groups, power aspirations towards a high power position are stronger for the next most senior person than for lower positioned others, that, is, support was found for Ng's (1977) bureaucratic rule. In the present study the persistence of the bureaucratic rule is demonstrated in simulated organizations with different succession rules. In addition, it appeared that when the least powerful member of the organization was assigned to a vacant high power position, members' feelings of injustice were stronger in conditions in which the succession rule had been violated, but interestingly, these feelings were not dependent on members' own positions.