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Income‐based educational inequality is a global issue. In Australia, schools in the relatively large private sector charge a range of fees, with public schools also exhibiting considerable income differences. Using a nationally representative sample in the Australian Survey of Social Attitudes, we examined the public's fairness perceptions of income‐based educational inequality and how their fairness perceptions are related to self‐interest (particularly regarding social class) and ideological orientations. We found that people hold diverse views about the fairness of income‐based educational inequality and that the number of people who perceived it as unfair was almost double the number of those who perceived it as fair. Respondents categorised as upper/upper‐middle‐class were, however, more likely to perceive income‐based educational inequality as fair, while agreement with government responsibility for economic well‐being was associated with a negative view of income‐based educational inequality. Implications of these findings for the promotion of socially just and equitable education are discussed. [ABSTRACT FROM AUTHOR]

This research proposes a faking‐mitigation strategy for situational judgment tests (SJTs), referred to as the constructed response retest (CR‐retest). The CR‐retest strategy involves presenting SJT items in a constructed response format first, followed by equivalent closed‐ended items with the same situation description. Two field experiments (N1 = 733, N2 = 273) were conducted to investigate the effects of this strategy and contrast it with a commonly used pretest warning message. Study 1 revealed that the CR‐retest strategy was more effective than the warning message in reducing score inflation and improving criterion‐related validity. Study 2 delved deeper by investigating the effects of the CR‐retest strategy on applicant reactions in a 2 (with or without CR‐retest strategy) × 2 (warning or control message) between‐subjects design. The results showed that applicants reported positive fairness perceptions on SJT items with the CR‐retest strategy. The CR‐retest strategy was effective in reducing faking by evoking threat perceptions, whereas the warning message heightened threat and fear. Combining two strategies further decreased faking without undermining fairness perceptions. Overall, our results indicate that the CR‐retest strategy could be a valuable method to mitigate faking in real‐life selection settings. Practitioner points: The constructed response retest (CR‐retest) strategy is a potentially effective faking‐mitigation method for situational judgment tests (SJTs) in selection settings.The CR‐retest strategy is more effective than a warning message in mitigating faking, while also promoting more favorable test perceptions.Combining the CR‐retest strategy and a warning message yields additive effects in reducing faking without undermining test fairness perceptions.Organizations could incorporate the CR‐retest strategy in their selection system, as the advantages may outweigh potential disadvantages, such as extended testing time. [ABSTRACT FROM AUTHOR]

Fairness is an important topic that forms part of an organisation's sustainability practice and agenda, particularly from a social dimension. However, past studies have rarely considered the role of fairness as a driver of sustainability in multi-tier supply chains. The purpose of this paper is two-fold. First, it examines the impact of fairness perceptions on the relationship between multi-tier supply chain partners. Second, it investigates the dynamics of on-going fairness formations in different stages of the vibrant multi-tier supply chain relationship development process. These gaps have been addressed by reporting the findings of qualitative research. Primary data were obtained from 18 procurement and supply practitioners of buying firms and their top tier-1 & 2 suppliers. Findings show that fairness perceptions have an impact on collaborative activities between multi-tier supply chain partners. These collaborative responses such as information sharing, joint relationship effort, and dedicated investment can also impact critical aspects of the multi-tier supply chain relationship such as trust, commitment, satisfaction, and conflict resolution. The findings show that multi-tier supply chain partners have different expectations but usually evaluate fairness at the review phase of the relationship development process. These considerations offer theoretical and practical guidance towards the advancement of sustainable multi-tier supply chain relationships. [ABSTRACT FROM AUTHOR]

The Australian education system features considerable socioeconomic inequality and is a frequent source of controversy in Australian public life. Yet meaningful reform to this system has proven elusive. In this article, we examine the public's fairness perceptions of educational inequality based on parental financial capacity, using an online survey of adults (N = 1,999) from New South Wales, Australia. We asked about the fairness of inequality in school resources and education quality, and used a scenario in which students from high-income and low-income families had achievement gaps due to differences in educational experiences. Respondents had diverse perceptions about the fairness of educational inequality, but most perceived the scenario as unfair or very unfair. The partial proportional odds models showed that self-interest and neoliberal orientations predicted people's fairness perceptions of educational inequality. The findings of this study have implications for achieving meaningful reform of the Australian education system that is in line with public opinion. [ABSTRACT FROM AUTHOR]

Candidate reactions represent a pressing contemporary subject, with heightened expectations for favorable treatment from companies during recruitment. Negative encounters adversely affect employer branding and candidate attraction. Thus, meticulously cultivating the candidate experience is imperative. This research examines the responses of candidates to various hiring methods in Morocco. A total of 244 job seekers rated the favorability and fairness of selection methods, including interviews, resumes, work-sample tests, biographical information blanks, written ability tests, personal references, personality tests, honesty tests, graphology, and personal contacts. Moroccan job seekers completed an online questionnaire, and data were analyzed using IBM SPSS. The snowball sampling method was employed, with participants initially identified on LinkedIn. Our primary objective is to assess the prevalence of the ten selection procedures used in Morocco and examine candidates' favorability towards these approaches. Within-subjects analysis of variance (ANOVA) evaluated differences in candidates' responses to the selection methods. Applicants expressed the most positive responses towards résumés, work-sample tests, interviews, and personality tests, while graphology, references, and biographical information were the least favorable. Regarding procedural justice, applicants rated frequency of use, predictive validity, opportunity to perform, employer's rights, and face validity most positively, while interpersonal warmth and invasion of privacy were least valued. However, this study faced several limitations. The cross-sectional design hindered robust causal inferences, and reliance on single-item measures for procedural fairness and organizational outcomes limited our findings' depth. Generalizing results to the broader Moroccan population requires caution due to potential regional and sectoral variations. While snowball sampling increased the sample size, it precluded response rate calculation. Practical implications and future research perspectives are also highlighted. [ABSTRACT FROM AUTHOR]

Purpose: The present research paper aims to examine the inter-relationship between organizational justice (Henceforth termed as OJ), psychological well-being at work (henceforth termed as PWBW) and organizational citizenship behavior (henceforth termed as OCB). More specifically, this paper attempts to critically analyze the mediating role of PWBW in the relationship between OJ and OCB. The study solely focuses on nurses working at private hospitals in Kerala, who are the largest group of healthcare personnel. Design/methodology/approach: Data collected from 308 nursing employees were analyzed by using statistical package for the social sciences (SPSS) software. Findings: The outcomes of the analysis demonstrate that significant correlations exist between all the three key variables and their dimensions. Moreover, it has been found that the relationship between OJ and OCB is partially mediated by PWBW. Research limitations/implications: In the present healthcare scenario, just after the Covid-19 pandemic, there is a paramount need for the well-being of healthcare staff in order to improve the functioning of the healthcare system. Originality/value: The study enabled us to develop and provide an explanation as to how social exchange relationship works between OJ and OCB. [ABSTRACT FROM AUTHOR]

Purpose – The present research paper aims to examine the inter-relationship between organizational justice (Henceforth termed as OJ), psychological well-being at work (henceforth termed as PWBW) and organizational citizenship behavior (henceforth termed as OCB). More specifically, this paper attempts to critically analyze the mediating role of PWBW in the relationship between OJ and OCB. The study solely focuses on nurses working at private hospitals in Kerala, who are the largest group of healthcare personnel. Design/methodology/approach – Data collected from 308 nursing employees were analyzed by using statistical package for the social sciences (SPSS) software. Findings – The outcomes of the analysis demonstrate that significant correlations exist between all the three key variables and their dimensions. Moreover, it has been found that the relationship between OJ and OCB is partially mediated by PWBW. Research limitations/implications – In the present healthcare scenario, just after the Covid-19 pandemic, there is a paramount need for the well-being of healthcare staff in order to improve the functioning of the healthcare system. Originality/value – The study enabled us to develop and provide an explanation as to how social exchange relationship works between OJ and OCB.

In the wake of rising energy prices and the cost of living crisis, some have claimed that climate policies are at odds with citizens' more pressing everyday living concerns. Critics challenge these simplifying narratives that shorter term economic and social wellbeing priorities and ‘longer term’ decarbonization policies are in tension with one another and argue that effective policies must treat them as interconnected. Evidence regarding how citizens think about climate policy mostly focus on policy acceptability, highlighting the role of perceptions of effectiveness and fairness, but there is a quite limited conceptualization of contexts of social inequality, and even more limited engagement with the views of marginalized groups whose buy‐in is seen as crucial for effective net zero transitions. This paper reviews the evidence and analyses new data from a small exploratory study with citizens from low income and marginalized backgrounds. In group discussions several participants emphasized the importance of tackling both social hardships and climate priorities, seen by some as interlinked. Further, many described wider societal unfairness relating to experiences of poverty, exploitation, a lack of voice or even recognition and a keen sense of disconnect between politics and their own everyday concerns and lived experiences. I argue that climate policy making should engage more fully with contexts of social inequality and that social wellbeing and systematic action on climate change need to be treated by policy makers and politicians as profoundly interlinked challenges. [ABSTRACT FROM AUTHOR]

To better manage our work demands and family demands, we often erect mental or physical 'boundaries' to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses. [ABSTRACT FROM AUTHOR]

Candidate reactions represent a pressing contemporary subject, with heightened expectations for favorable treatment from companies during recruitment. Negative encounters adversely affect employer branding and candidate attraction. Thus, meticulously cultivating the candidate experience is imperative. This research examines the responses of candidates to various hiring methods in Morocco. A total of 244 job seekers rated the favorability and fairness of selection methods, including interviews, resumes, work-sample tests, biographical information blanks, written ability tests, personal references, personality tests, honesty tests, graphology, and personal contacts. Moroccan job seekers completed an online questionnaire, and data were analyzed using IBM SPSS. The snowball sampling method was employed, with participants initially identified on LinkedIn. Our primary objective is to assess the prevalence of the ten selection procedures used in Morocco and examine candidates' favorability towards these approaches. Within-subjects analysis of variance (ANOVA) evaluated differences in candidates' responses to the selection methods. Applicants expressed the most positive responses towards résumés, work-sample tests, interviews, and personality tests, while graphology, references, and biographical information were the least favorable. Regarding procedural justice, applicants rated frequency of use, predictive validity, opportunity to perform, employer's rights, and face validity most positively, while interpersonal warmth and invasion of privacy were least valued. However, this study faced several limitations. The cross-sectional design hindered robust causal inferences, and reliance on single-item measures for procedural fairness and organizational outcomes limited our findings' depth. Generalizing results to the broader Moroccan population requires caution due to potential regional and sectoral variations. While snowball sampling increased the sample size, it precluded response rate calculation. Practical implications and future research perspectives are also highlighted.

Utilizing experimental methods across a pilot and two studies, we explore and contrast the relationship between system‐justifying attitudes and fairness perceptions of and support for redistributive policies based on theoretical accounts of distributive justice, highlighting three allocation strategies: equality, equity and need. We began our investigation with a test across multiple policy domains (e.g., health care, education, employment) to examine broad associations between system justification and policy support. Then, we chose one specific domain – education – to narrow our focus on and designed two experimental studies to test more complex models of the interaction between system justification and the type of distributive justice on support and fairness perceptions. Results indicate that as system‐justifying attitudes increase, so does the level of support and perception of fairness of policies based on equality or equity. Conversely, there is no relationship between system justification and support or fairness when considering a need‐based policy in the education domain. [ABSTRACT FROM AUTHOR]

Research suggests that same-sex couples have a more egalitarian approach to the division of labor (DOL) than different-sex couples. Based on multi-stage interviews with ten same-sex couples in Aotearoa NZ and Australia, we analyze how couples negotiate, perform, and perceive the fairness of their division of reproductive household labor. We found that same-sex couples had diverse patterns of dividing labor, and most were not equally sharing housework. Yet, most couples felt their DOL was fair. We argue that three key factors enabled participants to construct their DOL fairly, even when unequal: flexibility in allocating labor, communication, and revaluing unpaid labor as equal to paid labor, as an act of love, which can be culturally significant. Most participants explained their labor division as pragmatic, based on availability and preference, rather than gender, supporting theories of relative resources and time availability in shaping fairness perceptions. However, all participants were aware of how gender shaped their relationships, and some consciously sought to undo gender and heteronormativity through their labor practices. This study contributes to academic theorizing of how LGBTQ + families "do gender" and "do heteronormativity" through unpaid labor and affirms the importance of intersectional analysis for understanding labor practices and perceptions. [ABSTRACT FROM AUTHOR]

This paper uses data for 53 countries from the World Values Survey in a multilevel regression analysis that seeks to disentangle individual, institutional and other-regarding factors affecting ethical decision-making. The dependent variable is an index of how intolerant people are of unethical conduct. The explanatory variables indicate the perceived trustworthiness and fairness of others. Controls include variables for individual and institutional factors. Findings are that perceptions of trustworthiness in people unknown to them and perceptions of fairness in others correlate with a greater tolerance of unethical behavior, especially in countries with moderate levels of institutional quality. High institutional quality moderates the negative relationship between perceptions and ethical attitudes. The findings confirm the relevance of other-regarding factors and reinforce the importance of quality institutions in supporting ethical decision-making. [ABSTRACT FROM AUTHOR]

Given the increase in remote working due to the social distancing requirements as part of the response to the Covid-19 Pandemic, the variable of work-from-home has become more salient in the business community. The existing literature squarely places remote working as an antecedent to employee perceptions of Organizational Justice throughout many industries. The same literature presents work from home in a positive frame of reference in a pre-pandemic world. However, in the Covid-19 environment, many perceptions have changed regarding employment. Likely overall perceptions regarding work from home have also shifted because more people engage in the activity. We argue that perceptions of work from home through the frame of reference found in the literature of Organizational Justice have shifted to be more negative. To study this phenomenon, we gathered social media data in comments from a work discussion forum on the Reddit website. We coded the data with an a priori codeset and assigned dummy variables for analysis. The dataset was analyzed via a five-way Factorial ANOVA examining the influences of the four independent variables of Organizational Justice (Distributive, Procedural, Interpersonal, and Informational Justice) and the temporal occurrence of Covid-19 on the sentimental polarity of comments surrounding the topic of work from home. Our findings indicated that Informational Justice significantly contributes to more negative sentiment regarding work-from-home. Additionally, when Distributive, Interpersonal, and Informational Justice and Distributive and Informational Justice interact, sentimental polarity grows more negative for work from home. Discussion of results, implications for practice, and limitations presented. [ABSTRACT FROM AUTHOR]

The present study sets out to investigate the mechanism by which ordinary citizens are moved to anger toward economic inequality, and its political consequences. Since anger toward economic inequality is triggered by the perception that core distributive norms have been violated, it is argued that this emotional response mainly benefits political parties who defend redistributive values and establish clear responsibility for their violation. Results from twenty-six ISSP countries provide strong evidence that angry citizens are more inclined to vote for economically progressive populist parties and for economically progressive pluralist parties than for parties taking conservative stances on economic issues. This study thus lends empirical support to the assumption that populist parties attract angry voters by speaking the language of moral economy. [ABSTRACT FROM AUTHOR]

The past few decades have witnessed a radical religious revival in China, where economic inequality has been sharply increasing as well. This study examines the impact of religion on the Chinese public's perceptions of income disparity and political trust. The findings show that there is a significant difference in the perceived fairness of personal income distribution between religious and non-religious people. As the opiate thesis on religion predicts, religious beliefs are positively associated with a high level of perceived fairness about personal and national income distribution. Such perceptions of fairness contribute to fostering citizens' trust in both political institutions and government officials. However, contrary to the opiate thesis, religious beliefs are negatively associated with institutional trust. Moreover, religious beliefs offset the positive effect of the perceived fairness of income distribution on institutional trust. Hence, when income distribution is perceived to be unfair, institutional trust declines more drastically among religious believers than among their non-religious counterparts. [ABSTRACT FROM AUTHOR]

The purpose of this research is to investigate how a supplier manages its relationships with multiple buyers in a market structure of imbalanced power to achieve market success. Drawing on resource dependence theory and social exchange theory, we argue that dependence concentration (the degree of revenue concentration of a supplier’s multiple buyers) and fairness perceptions (distributive and procedural fairness) work together to impact a supplier’s market performance. The authors develop a structural model and empirically test how dependence concentration and fairness perceptions impact supplier performance with survey responses from 92 suppliers in the food supply industry. The findings show that a balanced set of dependence relationships governed by fair business policies and procedures leads to strong and effective relationships; and effective relationships with multiple buyers, rather than with any specific buyer, impact sales and profit growth in a market structure of imbalanced power. [ABSTRACT FROM AUTHOR]

The purpose of this research was to understand whether firms apply different human resource management systems to different occupations within the same organization (HR differentiation) and how the extent to which they do so may influence firm and employee outcomes. We conducted two studies pertaining to these questions. The first study was based on data collected from managers, and the results suggest that firms differentiate their HR investments based on the strategic value of occupations to the firm, which was further associated with the human capital of those occupations. Differentiation in human capital was also associated with firm performance. The second study was based on data obtained from nonmanagement employees. The findings indicated that employees who were recipients of less HR system investment had lower fairness perceptions, which were further associated with higher turnover intentions and lower organizational citizenship behavior. Although the evidence from these studies suggests that firms may realize benefits from strategic HR system differentiation, managers should carefully consider how to balance the effects of differentiation on firm performance and employee well‐being before implementing such systems. [ABSTRACT FROM AUTHOR]

Marginalized groups may face systemic discrimination for generations until concrete advancements in society finally ensure fairer treatment for their members. Although fairness advancements may benefit these groups in the present and future, they do not change the past; they cannot undo the discrimination already experienced by previous generations. However, five studies (N = 1672) suggest that fairness advancements that benefit a marginalized group may change how its members perceive their own prior experiences with discrimination, leading them to see these experiences as having been fairer compared to when there are no such advancements. We find evidence of this revisionism of unfair past experiences in different historically marginalized groups (women and immigrants) and cultural contexts (U.S., U.K., and China). Critically, fairness revisionism arises even when fairness advancements have no objective impact on individuals themselves, as long as there are benefits for current and future members of their social group. Fairness revisionism does not arise, however, in response to gains for marginalized groups to which one does not belong, nor when individuals assess fairness in other groups' past experiences from an outsider's perspective. Overall, this phenomenon may be a double-edged sword: it may provide peace of mind for those treated unfairly by assuaging the memory of adverse experiences, but may also make discrimination issues in society seem less pressing based on the perspective of victims themselves. • Fairness advancements increase perceived fairness in prior unfair experiences. • This effect arises in response to fairness gains to similar others and not oneself. • This effect does not arise in response to fairness gains to dissimilar others. • Different marginalized groups in different countries showed revisionist tendencies. [ABSTRACT FROM AUTHOR]

We develop a modified ultimatum game, in which the proposer gives two offers, and the responder selects one offer out of the two without seeing them. Then, the selected offer becomes the relevant offer, and the unselected offer becomes the irrelevant one. Finally, the responder evaluates the fairness of the pair of offers and makes a hypothetical decision whether to accept or reject the relevant offer. For most of our subjects, the level of the irrelevant offer positively affects fairness perceptions and willingness to accept, even though the irrelevant offer cannot be accepted. The reason is that the irrelevant offer does signal the proposer’s intentions. Most responders give more weight to the relevant offer than to the irrelevant offer in evaluating fairness and in the willingness to accept. We call this effect the relevance effect. This effect is expected when considering the willingness to accept. However, it is unclear why the relevant offer should carry more weight when evaluating fairness, because the proposer makes the two offers together without knowing which one will become the relevant one. Therefore, this behavior can be considered a bias in fairness evaluations.

An unequal division of housework has been found to be often regarded as fair, which may explain why women still do most household labor. This study extends previous research by also investigating childcare—an increasingly important part of household labor, which is likely to have a different meaning than housework. It examines how perceptions of fairness for both housework and childcare are influenced by the division of housework, childcare, and paid labor, and whether patterns differ by gender. Data from the Netherlands (men: N = 462; women: N = 638) show that unequal divisions of housework, and especially childcare, are often perceived as fair. When it comes to how an increasingly unequal household labor division is related to unfairness, associations are stronger for women than for men. Fairness of the household labor division is evaluated in relation to total workload and not in isolation from other types of labor. [ABSTRACT FROM AUTHOR]

One of the key factors distinguishing democracies from non-democracies is the process by which political decisions are made. Central to democratic thought is the idea that policy made in a procedurally fair manner is more legitimate than policy that violates central tenets of procedural fairness. A large number of studies from social psychology show that procedural fairness matters in citizens' evaluations of the success and legitimacy of various outcomes. Despite this observation, most political science literature focuses on the outcomes rather than the process of policy-making. Using survey experiments we find that procedural arrangements are an important factor in citizens' judgement of policy outcomes. Specifically, we find that fair procedural arrangements increase outcome legitimacy to the extent that citizens perceive them to be fairer. Our findings suggest that policy-makers need to pay more attention to procedural arrangements when designing policies. [ABSTRACT FROM AUTHOR]

We develop a modified ultimatum game, in which the proposer gives two offers, and the responder selects one offer out of the two without seeing them. Then, the selected offer becomes the relevant offer, and the unselected offer becomes the irrelevant one. Finally, the responder evaluates the fairness of the pair of offers and makes a hypothetical decision whether to accept or reject the relevant offer. For most of our subjects, the level of the irrelevant offer positively affects fairness perceptions and willingness to accept, even though the irrelevant offer cannot be accepted. The reason is that the irrelevant offer does signal the proposer's intentions. Most responders give more weight to the relevant offer than to the irrelevant offer in evaluating fairness and in the willingness to accept. We call this effect the relevance effect. This effect is expected when considering the willingness to accept. However, it is unclear why the relevant offer should carry more weight when evaluating fairness, because the proposer makes the two offers together without knowing which one will become the relevant one. Therefore, this behavior can be considered a bias in fairness evaluations. [ABSTRACT FROM AUTHOR]

It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey (n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.

Tax Compliance issue is a constraint in optimizing tax revenue. Tax compliance is the main thing that supports the course of the selfassessment system which in this system obligatory role of the taxpayer is required to realize the achievement of tax revenue. Through optimal effort, DPPKAD always trying to explore the potential tax revenue by raising awareness, public facilities and the quality of their fulfillment of tax services. This study focuses on the awareness of the taxpayer based on the research Suryadi (2008). Perceptions of fairness based on the research that has been conducted by Saad (2009). Tax and service quality based on the research that has been done by Umaimah (2011). This study uses multiple linear regression with taxpayer data obtained from the Office of Financial Management Services Regional Asset registered until 2013. This study proves that the awareness, perceptions of fairness and quality of service significant and positive impact on tax compliance restaurants in the city of Palu

This quantitative study explored group differences in organisational commitment and fairness perceptions across two national contexts. Integrating the social identity and intergroup theories, we analysed categories in relation to proposed differences in power relations in South Africa in a private organisation with over 30 000 employees and the United Kingdom in a public organisation with 10 000 employees. In both countries, White men perceived the organisation as most fair. Black men in South Africa and Black women in the United Kingdom perceived the organisation as least fair. A positive and significant relationship between commitment and organisational fairness for all ethnic-gender groups in both countries were found except for White men in the United Kingdom. In South Africa, White men were significantly more committed to the organisation than White men in the United Kingdom. We categorised groups on the basis of intersecting identities and power relations that are meaningful in a specific context to understand personal or organisational diversity attitudes and outcomes. Our approach offers a new avenue for meaningful examination of diversity outcomes in organisations. Our findings suggest that organisations should not only employ fair and inclusive organisational policies but may also need to differentially manage diversity perceptions for different ethnic-gender groups. [ABSTRACT FROM AUTHOR]

Personalized dynamic pricing (PDP) involves dynamically setting individual-consumer prices for the same product or service according to consumer-identifying information. Despite its profitability, this pricing provokes strong negative fairness perceptions, explaining why managers are reluctant to implement it. This research provides important insights into the effect of two PDP dimensions (price individualization level and segmentation base) on fairness perceptions and the moderating role of privacy concerns. The results of two experimental studies indicate that consumers perceive individual prices as less fair than segment prices. They also evaluate location-based pricing as less fair than purchase history-based pricing. Consumer privacy concerns moderate these effects. [ABSTRACT FROM AUTHOR]

Pay-for-performance compensation systems are often employed in sales organizations and can potentially lead to pay inequalities. With increased transparency of employees' pay outcomes stemming from CRM and related technologies, salespeople now have ample opportunity to observe these inequalities, compare their pay with that of others, and make fairness assessments. These comparisons and assessments then have implications in terms of utility, behaviors, and performance of salespeople, which have scarcely been explored in the sales or marketing literature. This article considers research on pay inequality from three other fields – economics, management, and psychology – and highlights relevant issues in sales contexts. Furthermore, the article provides scholars with a resource that elaborates on the nature of pay inequalities and their multiple outcomes on individual and organizational performance, as well as noting their likely antecedents and moderators. [ABSTRACT FROM AUTHOR]

With the Internet permeating every aspect of daily life, organizations of all types are increasingly concerned about the degree to which their employees are cyberloafing by shirking their work responsibilities to surf the Internet, check e-mail, or send text messages. Although technological interventions against cyberloafing have been shown to be effective, they might be perceived by employees as an invasion to their privacy, and are expected to have repercussions on employee behavior and loyalty. The main objectives of this study are to (1) examine how the introduction of such technological interventions might affect employees’ emotions and fairness perceptions, and (2) understand the effect of the interventions on behavioral outcomes, i.e., employees’ intentions to cyberloaf and their loyalty to the company. We developed a justice-based framework that we empirically test using a field experiment composed of field surveys complemented with hypothetical scenarios describing new organizational initiatives to curb employees’ cyberloafing. Our findings suggest that technological interventions, although associated with perceptions of unfairness, are effective at controlling cyberloafing, albeit at the expense of employee loyalty. On the other hand, contrary to prior findings, we find that fairness perceptions of technological interventions, although reinforcing employee loyalty, are ineffective at curbing cyberloafing. These findings are especially enlightening in that they contradict a common belief that perceived fairness encourages employees, as a sign of their appreciation for this fairness, to curb their misuse of IT. The findings also help managers fine-tune their cyberloafing policies to achieve a long-lasting remedy to their employees’ cyberloafing while maintaining a necessary level of employee loyalty. [ABSTRACT FROM AUTHOR]

The growth in demand for corporate social responsibility (CSR) information raises the question of how various CSR disclosure items are used by investors, an important stakeholder group driven by instrumental, moral, and relational motives. Prior research examines the instrumental motive to maximize individual shareholder wealth and the moral motive to actualize personal stewardship interests. We contribute to the literature by examining investors’ relational motive to realize positive stakeholder relationships within and between organizations and communities. The relational motive arises when investors look at a company’s treatment of other stakeholder groups as a heuristic to form a perception of how fairly they will also be treated by that company in the future, and thus invest in the company they perceive as fair. Fair treatment in the future matters to the investor who purchases stock from the company or via the capital markets in exchange for becoming a shareholder and thus a residual claimant of the company. As such, the investor expects future cash flows from holding and/or reselling the stock and expects to be treated fairly by the company in the future. We propose that investors, use as a fairness heuristic, CSR disclosure items—CSR investment level or CSR assurance—that represent the company’s commitment to its stakeholders, and that the resulting fairness perception affects the extent to which the CSR disclosure items influence their investment decision. Using responses from 113 investors in an online experiment, we find that fairness perceptions are higher when CSR investment is above (versus below) the industry average, and that fairness perceptions partially mediate the impact of the CSR investment level on investment amount allocations. We do not find that the presence (versus absence) of CSR assurance is used by investors as a fairness heuristic. Our results are robust to controlling for preferences for financial performance and hence investors’ instrumental motive, and to controlling for individual environmental attitudes, and hence investors’ moral motive. Implications for future research and public policy are discussed. [ABSTRACT FROM AUTHOR]

In organizational change, both leaders and followers experience paradoxical tensions, to which they often react defensively. Therefore, a paradoxical lens is valuable to understand individuals' change reactions. While there is a rich discussion in the literature about the importance of leaders’ sensemaking about and managing of paradoxes in organizational change, the follower perspective, and in particular the leaders’ influence on followers’ sensemaking about paradoxes have largely been neglected so far. To close this gap, a conceptual model is introduced that, based on uncertainty management theory, highlights the role of followers’ fairness evaluations with regard to paradoxical demands. Leaders’ sensegiving about paradoxes to followers, which is based on their own sensemaking processes and stimulates followers to engage in paradoxical sensemaking, is suggested as a crucial boundary condition for followers’ fairness evaluations and their subsequent reactions to paradoxical tensions. The model thus combines the paradox and sensemaking-sensegiving literatures with the fairness literature to understand followers’ reactions to paradoxical tensions in organizational change. In doing so, the model acknowledges the paradoxical nature of organizational change and offers a new and specific focus on how to influence individuals’ change reactions positively. Testable propositions suggest directions for future research. [ABSTRACT FROM AUTHOR]

Practitioners have embraced the use of Artificial Intelligence (AI) systems for employee recruitment and selection. However, studies examining applicant reactions to AI have been exclusively vignette-based with no perceived outcome associated with the decision and also have not considered demographic differences in AI evaluator perceptions. We employed an experimental design wherein type of evaluator (AI vs human) and the selection decision (acceptance vs rejection) were manipulated and participants were led to believe they would receive different outcomes based on the selection decision. The results showed more negative interactional justice perceptions for AI evaluators. Further, interaction analyses revealed that being rejected by AI had a negative impact on certain procedural and general justice perceptions. We compared Black and White applicants on these perceptions, finding that the negative impact of being rejected by AI was particularly strong for Black applicants in terms of their general justice perceptions. Theoretical and practical implications are discussed. • The study aimed to assess applicants' reactions to being evaluated by AI vs HR. • Found a main effect of AI for interactional justice perceptions. • Results indicate individuals are more likely to doubt fairness of AI when rejected. • Being rejected by AI led to negative effects on procedural fairness dimensions. • Black participants reported lower justice perceptions when rejected by AI. [ABSTRACT FROM AUTHOR]