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Abstract\nPLAIN LANGUAGE SUMMARYThis study investigated service failures in a public organization, focusing on whether types of complaints (i.e., complaining publicly or privately), the exposure generated by complaints, and reperformance (i.e., expeditiously satisfying citizens’ needs after the service failure) influenced perceptions of justice and complaint effectiveness. Several important findings emerged after conducting a preregistered online survey experiment with 665 respondents. First, when respondents were given vignettes detailing a well-executed reperformance after a private complaint, they did not post higher justice perceptions than those given vignettes detailing that a well-executed reperformance was conducted after a public complaint. Second, garnering high social media exposure from the complaint was only found to positively impact complaint effectiveness when individuals were given the public complaint vignette and primed with a reperformance that was not well-executed. Last, respondents who were provided with vignettes regarding public complaints were found to value the reperformance more than the exposure their complaint generated.When respondents were given the vignettes detailing that a well-executed reperformance was conducted after a private complaint, they did not post higher justice perceptions than respondents given the vignettes detailing a well-executed reperformance was conducted after a public complaint.Garnering high social media exposure was found to positively impact complaint effectiveness when individuals were given the public complaint vignette and primed with a poorly executed reperformance.Respondents given vignettes regarding public complaints valued a well-executed reperformance more so than the publicity their results generated.When respondents were given the vignettes detailing that a well-executed reperformance was conducted after a private complaint, they did not post higher justice perceptions than respondents given the vignettes detailing a well-executed reperformance was conducted after a public complaint.Garnering high social media exposure was found to positively impact complaint effectiveness when individuals were given the public complaint vignette and primed with a poorly executed reperformance.Respondents given vignettes regarding public complaints valued a well-executed reperformance more so than the publicity their results generated. [ABSTRACT FROM AUTHOR]

Research to date creates a predominantly positive image of idiosyncratic deals (i-deals). However, since i-deals lead to differences in employment relationships, they can trigger perceptions of unfairness and negative reactions among co-workers, thereby posing a threat to the overall effectiveness of i-deals. Against this background, it is important to gain more insights into how co-workers' perceptions of distributive justice are shaped. Building on distributive justice theory and integrating distributive justice principles with the roles of emotions and personality, this study investigates three factors that are likely to influence co-workers' perceptions of the distributive justice of an i-deal: the i-deal's content, the negotiation's timing, and co-workers' justice sensitivity. The results of the vignette-based, between-subjects quasi-experimental study with 650 employees show that these three factors influence co-workers' perceptions of an i-deal's distributive justice. In addition, the results of the study reveal interaction effects between the factors under investigation. By examining what influences co-workers' perceptions of distributive justice, this study contributes to a better understanding of i-deals from a third-party perspective and highlights that some types of i-deals, in terms of content and timing, should be approached with particular caution by supervisors. [ABSTRACT FROM AUTHOR]

Aim/purpose – The purpose of this study is to investigate the impact of HRM practices on OCB-I (altruism and courtesy) and OCB-O (sportsmanship, conscientiousness, and civic virtue) by examining the mediating role of organizational justice perceptions (i.e., distributional, procedural, and interactional justice) and the moderating role of gender.

We conducted a general, semi‐systematic literature review on organizational justice. Based on this review, we first explored the various ways in which organizational justice was conceptualized. Second, we explained the importance of organizational justice by reviewing and synthesizing theoretical frameworks in organizational justice research and studies that analyzed the effects of justice on employee outcomes. Subsequently, we shifted the focus from the individual to the team level by reviewing and synthesizing justice climate and peer justice research. To expand prior research and stimulate future research, we presented several avenues for future research, such as the cultural sensitivity of justice, justice in diverse work environments, justice and conflict, and the changing nature of work and justice. We also created a theoretical foundation for the integration of organizational justice with research on workplace conflict, diversity and dissimilarity, cultural values, relationships with coworkers, and the changing nature of work. [ABSTRACT FROM AUTHOR]

This article aimed to investigate the effectiveness of service recovery strategies in a public organization. Justice theory and cognitive appraisal theory were used to develop hypotheses that predicted the impact of recovery strategies (i.e., the quality of the reperformed service, empathetic apology, and the combined effects of empathetic apology and quality of the reperformed service) on justice perceptions and emotional responses. The notion is that these recovery strategies will compensate citizens for the loss incurred during the service failure, thus increasing their perceptions of justice and emotional responses. No article was found to examine the combined effects of empathetic apology and both high and low reperformance on justice and emotional perceptions. To conduct the study, an online survey experiment consisting of 6 vignettes was administered to 1,000 individuals who were recruited by Qualtrics. Furthermore, the organization in the vignettes where the service failure and recovery occurred was the Department of Motor Vehicles. The results from the analyses supported most of the hypotheses. Reperformed service was generally most beneficial when it was done at a high level. Next, combining empathetic apology and high reperformed service recovery was largely found to be more effective than just employing one service recovery strategy or combining empathetic apology and low reperformance. Finally, performing an empathetic apology and a low reperformance is generally not more effective than employing only one strategy. The implication of these results is thoroughly discussed in the article. [ABSTRACT FROM AUTHOR]

We compared the relationships between incarcerated youths' injustice perceptions and demographic variables and personal and vicarious experiences with the justice system using indexes of injustice derived from Matza and Tyler. The two injustice frameworks represent different academic traditions in ways that raise different prospects. Matza contextualizes his formulation of injustice in group processes that emphasize shared neutralization of regulating norms because of injustice. That emphasis is absent in Tyler. Tyler's work has led to an invariance claim across demographics that is not postulated by Matza. We analyzed data from the Florida Faith and Community-Based Delinquency Treatment Initiative. We found nonwhite youths perceived more injustice as measured by both indexes. In a boys-only subsample, younger boys perceived more injustice measured by the Tyler index. Vicarious exposure via friends' experiences with police related to higher perceived levels of injustice only on the Matza index. We encourage researchers to be precise in their operationalizations and measurement of injustice perceptions and to consider the theoretical grounding of their research in making injustice measurement choices. [ABSTRACT FROM AUTHOR]

Burnout in animal health care providers (AHCPs), namely, veterinarians and veterinary nurses, is highly prevalent. Although empathy can be a potential risk factor for burnout in these professionals, research has not empirically addressed the association between empathy and AHCP burnout. This study's main aims were: (a) to analyze the association between empathy and burnout for AHCPs, distinguishing affective and cognitive empathy toward humans and empathy toward animals; (b) to analyze the possible protective effects of justice perceptions, professional identification, and meaningful work, to counteract the negative impact of empathy on burnout; and (c) to extend analyses to control for variables that might act as burnout protectors or risk factors, such as gender, years of professional experience, workload, income, and the perception that professionals suffer when performing euthanasia procedures. Convenience samples of 229 veterinarians and 96 veterinary nurses were collected in Portugal. The participants were invited to complete an anonymous online survey with self-reported measures. The measures used assessed burnout (exhaustion and disengagement), empathy for humans (cognitive and affective) and empathy for animals, justice perceptions, professional identification, and meaningful work. Multiple regression analysis showed that affective empathy was a significant risk factor for exhaustion in veterinarians and veterinary nurses. Empathy for animals was a significant risk factor for veterinarian exhaustion. Neither of the measures of empathy was a significant predictor of disengagement for veterinarians or veterinary nurses. Professional identification and justice perceptions, namely belief in a just world, were found to be significant burnout protectors. It is recommended that justice perceptions and professional identification should receive special attention in interventions to prevent and/or reduce burnout among AHCPs. The alternative possibility of preventing burnout through a decrease in empathy is not advisable, however, because empathy is a vital AHCP skill. [ABSTRACT FROM AUTHOR]

Copyright of Ciencias Administrativas is the property of Universidad Nacional de La Plata and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The damage of trust in entrepreneurial teams caused by the imbalance of equity allocation seriously restricts the survival and development of entrepreneurial enterprises. It is crucial to clarify how to effectively repair trust under equity divergence. Based on the resource theory of social exchange, the present study compares different repair tactics’ effectiveness in repairing specific entrepreneur’s trust in entrepreneurial team, and then combines the attribution model of trust repair with the fairness heuristic theory to construct a conceptual model of trust repair with justice perceptions and trustworthiness as chain mediators. This study conducted a scenario-based experiment on 150 entrepreneurs. The results show that financial compensation, equity adjustment and control right adjustment all have significantly positive impact on trust repair, among which equity adjustment is the most effective tactic. Justice perceptions and trustworthiness play a chain mediating effect between repair tactics and trust in entrepreneurial teams. The above conclusions suggest that entrepreneurial enterprises should adjust the distribution pattern of entrepreneurial rent fairly and reasonably in order to promote the effective repair of damaged trust when dealing with trust crises caused by equity divergence. [ABSTRACT FROM AUTHOR]

The present study examined for the first time the possibility that personal Belief in a Just World (BJW) is a personal resource for healthcare professionals, irrespective of the demands they face in their everyday work life, and/or a coping resource for facing demands due to the higher perceived suffering of their patients. A total of 497 healthcare professionals (physicians and nurses) voluntarily consented to answer an anonymous online survey. Self-reported measures of personal BJW, of the perception of patients' suffering, and of healthcare professionals' exhaustion were collected. We found a positive association between the perception of patients' suffering and healthcare workers' exhaustion, and a negative association between personal BJW and healthcare workers' exhaustion. Furthermore, a significant interaction between personal BJW and the perception of suffering on exhaustion showed that at lower levels of personal BJW, the higher the perception of patients' suffering the higher the exhaustion. In contrast, at higher levels of personal BJW the perception of patients' suffering was not associated with exhaustion. Our results supported the hypotheses of personal BJW operating both as a personal resource and a coping resource for healthcare professionals, underscoring the relevance of promoting workplace conditions that healthcare workers experience as just. [ABSTRACT FROM AUTHOR]

Justice is typically thought of as a product of the criminal legal system. However, prior research has found that survivors of domestic and sexual abuse may also value other factors outside of the legal system. This study explores perceptions of justice held by 96 survivors of domestic abuse. Responses to an online survey indicate that perceptions of justice are complex and multifaceted. Survivors often spoke of justice as accountability, restoration, postabuse support, and validation. The findings highlight the many justice considerations, and solely emphasizing criminal legal system outcomes may be misguided. Implications for additional research and practice are provided. [ABSTRACT FROM AUTHOR]

In the quest for resolving customer complaints and attracting customers for online transactions, service providers have developed online response mechanisms. This mechanism generically termed as 'webcare'. Despite widespread adoption of webcare by marketers, there is minimal understanding of its conceptualisation and measurement in the customer-centric perspective. One of the primary reasons for this is the lack of a psychometric scale that measures webcare efforts as perceived by customers. Thus, we formally define and develop a psychometric instrument that measures 'webcare' efforts of the marketers. Accordingly, we conceptualised and validated a three dimensional, 14-item psychometric tool measuring Consumers' Perceived Webcare (CPW). From an academic perspective, the scale can contribute towards advancement in marketing and online service recovery literature. From a practitioner's perspective, the study will help managers to efficiently manage the process of designing and executing online response strategies while trying to resolve customer complaints and attract customers online. [ABSTRACT FROM AUTHOR]

The past two decades saw an increase in political populism, set against the backdrop of turbulent economic and political developments. This is associated with a rise in workers worrying about job loss as well as an increase in individuals holding politicians and politics in disrepute. This study investigates whether these two processes are linked. Being concerned about maintaining one's job may be related to the experience of distributive injustice, which reflects people's perception that they do not get what they deserve. These injustice perceptions may, consequently, bring about a cynical attitude towards the political system. Using three‐wave longitudinal data in a sample of 857 British employees, we found that job insecurity was indeed indirectly related to feelings of political cynicism via the experience of distributive injustice. This study underscores the relevance of workplace experiences for the development of political (dis)engagement. [ABSTRACT FROM AUTHOR]

The procedural justice model has become widely recognized as a key crime prevention and reduction strategy, spurring its adoption across police agencies throughout the United States in an effort to address mounting concerns regarding police use of force. Recent critiques, however, have called attention to the need for greater examination of potential contributing factors that are underdeveloped in investigations of the procedural justice model, including the role of emotions. This article takes stock of interdisciplinary advancements to critically examine scholarly investigations exploring associations between procedural (in)justice, emotions, and compliance behaviors within the context of police‐citizen interactions. In doing so, continued gaps are identified. Lastly, this article concludes by identifying future pathways and recommendations for the scholarly advancement of our understanding of emotions and their continued relevance to the procedural justice model. [ABSTRACT FROM AUTHOR]

Gamification is increasingly being used by organizations in hiring decisions. However, the use of gamification in assessment has advanced quicker than corresponding research. One area in need of research is how applicants' perceptions of fairness are formed when gamified assessments are used in employee selection. Therefore, two studies were conducted to explore the impact of using gamified assessments to applicants' justice perceptions and the role of providing explanations to applicants. Adopting an experimental design to explore organizational justice model in the context of gamified assessments, results indicated that individuals' perceptions of job relatedness are higher when a situational judgment tests (SJT) is used rather than a gamified version, leading to more positive perceptions of procedural fairness and organizational attractiveness (Study 1). The mediating effects of the procedural rules of ease of faking and opportunity to perform were not supported. Subsequently, a 2 × 2 design was used (Study 2) to explore the role of providing explanations. It seems that the provision of explanations on the assessment's faking difficulty generates more positive reactions towards gamified SJTs than text‐based SJTs, in relation to ease of faking and procedural justice, and a spillover effect, invoking favorable reactions to the recruiting organization as well (Study 2). [ABSTRACT FROM AUTHOR]

The effect of justice perceptions on job outcomes of family-owned hotel workers has attracted limited empirical investigation. Using a cross-sectional research design, this study examined the relationships between organizational justice and commitment and job satisfaction using 400 respondents conveniently selected from family-owned hotels in Accra, Ghana. Generally, the results of a PLS-SEM analysis showed a positive and significant effect of organizational justice on employee commitment and job satisfaction. Furthermore, the association between perception of justice and organizational commitment was partially mediated by job satisfaction. The implications of the study to managers of family-owned hotels are discussed. [ABSTRACT FROM AUTHOR]

Artificial intelligence (AI) is increasingly being utilized by organizations in selection decisions. However, research has fallen behind the practice, and one area in need of investigation is how applicants' perceptions of justice are formed in this increased involvement of AI in the hiring process. Accordingly, two studies were conducted to investigate the effects of using AI in selection on justice perceptions. Findings indicated that AI‐based interviewing was generally viewed as less procedurally and interactionally just than traditional human‐based interviewing. Additionally, the effect of interview type on different applicant reaction outcomes was mediated by justice dimensions, particularly two‐way communication. Findings may help organizations regarding how best to utilize AI in selection in order to attract and retain top talent. [ABSTRACT FROM AUTHOR]

Job insecurity is a crucial employee attitude to study, especially in challenging economic times. The current study uses a multilevel modeling approach to evaluate the predictors of job insecurity, both at the employee-level (Nemployees=1144) and organizational division-level (Ndivsions=25) among university staff and faculty at a university in the southern United States. The results indicate that employee-level justice perceptions, constraints, and pay and communication satisfaction influence job insecurity as well as division-level perceived supervisor support. Overall, this study helps identify mechanisms that are largely in the organization 's control which could lessen feelings of job insecurity among its employees. [ABSTRACT FROM AUTHOR]

This study adopts an identity perspective to explore the relationship between human resource (HR) practices and turnover intentions among migrant workers. Informed by HR attribution theory, we propose that the effects of HR practices will be more effective in reducing turnover among migrant workers when these workers have stronger post‐migration place identities and when they experience a sense of justice regarding their work and nonwork environments. Using a three‐way interaction model, we tested these ideas on a sample composed of 1,985 migrant workers in 141 firms in China. The results support the theoretical model. [ABSTRACT FROM AUTHOR]

Dispositions and motivations toward future adult life are crystalized during adolescence, and one of the key agents in this process is student-teacher relationships in the school. Adolescent students can be very sensitive to the differential treatments of teachers toward them and their fellow students, particularly with respect to fairness and justice. In many respects, their perceptions of the way adult society works is influenced by the way their school and classroom work. Using the data from the Longitudinal Study of Australian Youth (LSAY), this paper analyses the school and classroom justice perceptions of the 1998 Year 9 cohort of a representative national sample of students (N= 9289) and the extent to which these perceptions uniquely affect future civic behavioural dispositions, which we call prosocial behaviour, and future entry into the job market by 2008. The justice scale includes seven items relating to fairness in grade allocation, attention giving, listening, and feelings of comfort and security. The importance and implications of perceptions of fairness and justice in school contexts is discussed with respect to future individual level attainments and behaviours, and their impact on future civil society. [ABSTRACT FROM AUTHOR]

Copyright of Industrielle Beziehungen is the property of Rainer Hampp Verlag and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This empirical research attempts to find out whether it is possible to retain employees who possess strong need for independence and to make them committed by using fair performance appraisal systems. One hundred five white-collar employees working in three high-tech companies were participated in this study. Results showed that both perceived procedural justice and perceived distributive justice of the performance appraisals moderated the relationship between need for independence and affective commitment, as well as the relationship between need for independence and turnover intentions. As a result, the high levels of justice perceptions will lessen the strength of negative relationship between need for independence and organizational commitment and the high levels of justice perceptions will lessen the strength of positive relationship between need for independence and turnover intentions. These findings underlined the importance of justice perceptions, since they not only lead to positive attitudes and behaviors, but also mitigate the effects of the individual attitudes such as need for independence. [ABSTRACT FROM AUTHOR]

The authors draw on prospect theory and demonstrate that the perceived justice of an outcome is affected by the way numerical information is presented. Three experimental studies were conducted using five different samples, representing teachers, general employees, and future employees. People generally tend to see a bigger difference in the performance between the self versus another person when their performance components are presented in frames associated with small numbers (e.g., absence rate of 3% vs. 9%) than when they are presented in frames associated with large numbers (e.g., attendance rate of 97% vs. 91%). Despite the same objective performance difference (e.g., 6% in the above example), people expected different fair shares of rewards and evaluated justice of a given outcome differently across the two frames. [ABSTRACT FROM AUTHOR]

Abstract: Justice perceptions, justice-related satisfaction, employee commitment, and turnover intention are several positive or negative factors influencing employee social loafing behavior. This study analyzed the relationships between these variables in the context of China''s hotel industry. A total of 585 valid responses were collected from employees within different departments at 43 hotels in mainland China. Lisrel 8.80 software was used to test structural equation models and hypotheses in this study. Results show that employee commitment is an important mediator, while turnover intention is the main drive of employee social loafing behavior, and justice-related satisfaction significantly influences employee commitment. Findings of this study can be instructive to hotel managers to improve service quality and guests’ satisfaction with hotels. [Copyright &y& Elsevier]

Abstract: Due to numerous characteristics often attributed to family firms, they constitute a unique context for non-family employees’ justice perceptions. These are linked to non-family employees’ pro-organizational attitudes and behaviors, which are essential for family firms’ success. Even though scholarly interest in non-family employees’ justice perceptions has increased, more research is still needed, also because the mechanism connecting justice perceptions and favorable outcomes is not fully understood yet. We address this gap by explicitly investigating non-family employees’ justice perceptions and by introducing psychological ownership as a mediator in the relationships between justice perceptions (distributive and procedural) and common work attitudes (affective commitment and job satisfaction). Our analysis of a sample of 310 non-family employees from Germany and German-speaking Switzerland reveals that psychological ownership mediates the relationships between distributive justice and affective commitment as well as job satisfaction. This represents valuable contributions to family business research, organizational justice and psychological ownership literature, and to practice. [Copyright &y& Elsevier]

This article investigates the psychometric properties of a self-report inventory for measuring individual differences in four components of justice sensitivity (JS): victim sensitivity, observer sensitivity, beneficiary sensitivity, and perpetrator sensitivity. A representative sample ( N = 2510) was employed to (a) estimate the reliability of a newly developed perpetrator sensitivity scale, (b) test the factorial validity of this scale together with three previously developed scales (victim, observer, and beneficiary sensitivity), (c) estimate correlations between JS and demographic variables (gender, age, education, employment status, marital status, and residency in East versus West Germany), and (d) provide normative data for the computation of standard scores. A demographically heterogeneous convenience sample ( N = 327) was used to locate the JS dimensions in the personality space of narrow facet factors. Results from confirmatory factor analyses demonstrated the factorial validity of the JS scales. Regression analyses with JS scales as criteria and personality facet scales as predictors suggested that JS cannot be reduced to combinations of personality facets. Demographic effects were small, explaining a maximum of 1.4% of JS variance. Women and East Germans were found to be more justice sensitive than men and West Germans, respectively. Victim sensitivity decreased with age; perpetrator sensitivity decreased with education. Taken together, our results corroborate the validity of the JS Inventory and contribute to a better psychological understanding of JS. [ABSTRACT FROM AUTHOR]

We report three studies that develop and test a new measure of racial attitudes, the Racial Justice Scale (RJS). The concept of racial justice was developed inductively in Study 1 by means of a thematic analysis of existing measures of racial attitudes as well as a database of over 7 000 comments about racism and discrimination, taken from South African newspapers. Studies 2 and 3 investigate the reliability and validity of the RJS, and compare it with Duckitt's measure of subtle racism. The data suggest that the preliminary RJS, reported in Appendix 2, is a unidimensional and reliable measure. Although the two studies provide a mixed picture of its correlates, it does measure a different construct of racial attitudes to Duckitt's scale, which is strongly correlated with old-fashioned racism. Participation in all the studies was done on a voluntary basis, with full informed consent of the participants. [ABSTRACT FROM AUTHOR]

The impact of supervisors' transformational leadership (TFL), informational and interpersonal justice, and group cohesion perceptions on employee cynicism about organizational change (CAOC) was investigated in a sample of 469 employees from a large Chinese organization undergoing major organizational change. Results indicate that (a) TFL is negatively related to employee CAOC: (b) employee perceptions of group cohesion moderate the relationship between TFL and CAOC such that the higher the cohesion perceptions, the stronger the influence of TFL on employee CAOC; (c) the moderating effect of cohesion perceptions on the TFL-CAOC relationship is fully mediated by interpersonal justice: and (d) informational and interpersonal justice partially mediate the TFL CAOC relationship. The theoretical and practical implications of the process by which TFL impacts CAOC are discussed. [ABSTRACT FROM AUTHOR]

This study examined the impacts of organizational responses on complainants' justice perceptions and post-purchase behaviors. Specifically, the impacts of apology, redress, explanation, attentiveness, facilitation, effort and promptness on complainant's justice perceptions were assessed. Furthermore, the effects of these justice perceptions on complainants' satisfaction, repurchase and word-of-mouth intentions were analyzed using a sample of international tourists visiting a Mediterranean island. The findings demonstrated that organizational responses had a strong effect on justice perceptions and distributive justice had the largest effect on complainants' satisfaction. Complainant satisfaction was found to have the strongest impact on repurchase intention and negative word-of-mouth (WOM) communication. [ABSTRACT FROM AUTHOR]

This article argues that there are distinct spheres of justice within education and examines a range of justice norms and distribution rules that characterize the daily life of schools and classrooms. Moving from the macro to micro level, we identify the following five areas: the right to education, the allocation of (or selection into) learning places, teaching–learning practices, teachers’ treatment of students, and student evaluations of grade distribution. We discuss the literature on the beliefs by students and teachers about the just distribution of educational goods in these five domains, and on the practices used in the actual allocation of these goods. In line with normative ‘spheres of justice’ arguments in social theory, we conclude that the ideals of social justice within schools vary strongly according to the particular resource to be distributed. Moreover, these ideals often do not correspond with the practices that actually guide resource distribution in education, which may go some way toward explaining explicit or latent conflicts in this sphere. [ABSTRACT FROM AUTHOR]