A Diagnostic Method for Procedural Justice

Abstract

Procedural justice has shown significant linkages to organizational outcomes such as organizational commitment and turnover. For this reason, we propose that measures of procedural justice can serve a diagnostic function to signal potential problems with important organizational-level outcomes. However, if used alone, it does not tell us which specific procedures require change in order to resolve potential problems. This study proposes, and tests, a methodology which combines general measures of procedural justice with measures of perceptions of specific procedures in order to diagnose problems with organizational outcomes. This is tested in two call centers. The research design employs a survey of randomly selected employees from the call centers. The effects of a general measure of procedural justice on the organizational outcomes of turnover intentions and organizational commitment are examined. Further, we examine the effects of attitudes towards specific monitoring procedures on a general measure of procedural justice. Baron and Kenny's statistical methodology is employed to test these relationships; to show that procedural justice mediates the effect of employee perceptions of monitoring on turnover intentions and organizational commitment. Our findings support complete mediation effects. The implications of these findings are that general perceptions of procedural justice can be used to screen for potential problems with organizational outcomes. If general effects are found, organizations can employ more specific measures of organizational procedures to target procedural problems. The methodology proposed here has the potential to identify specific procedures that organizations can focus on in order to improve organizational outcomes.

Applicant Reactions to Artificial Intelligence Selection Systems

“…In this study, the outcome will be rejection or offer given by either the human decision-maker or by the AI decision-making system. These above-mentioned justice components have been well researched including procedural justice , distributive justice (Pan, Chen, Hao, & Bi, 2018;Flint, & Haley, 2013;Smither et al, 1993), interpersonal justice (McNall, & Roch, 2007;Ryan & Chan, 1999), informational justice (Cheung, 2013;. A meta-analysis by Hausknecht et al, (2004) demonstrated the unique contribution of each type of the four types of justice explored above to commonly studied applicant reactions variables (e.g., job acceptance, recommending a friend).…”

Effects of Inter-organizational Justice on Dimensions of Organizational Citizenship Behaviours: A Study on Kuwait Ministries’ Employees

“…Researchers have conceptualized OJ as a function of three separate variables: distributive, procedural and interactional justice (Chan and Lai, 2017; Elamin and Tlaiss, 2015; Alzayed et al, 2017; Karriker and Williams, 2009). Procedural justice refers to the employees’ perceptions of fairness in terms of procedures that are adapted to deliver the outcome decisions (Flint et al, 2013). Specifically, the integrity of the procedures must involve the degree of equity in the processes used to formulate decisions (Lopez-Cabarcos et al, 2015) and the extent to which employees are allowed to give voice to their positions before making any decision (Flint et al, 2013) based on accurate information and ethical standards (Pan et al, 2018).…”

“…Procedural justice refers to the employees’ perceptions of fairness in terms of procedures that are adapted to deliver the outcome decisions (Flint et al, 2013). Specifically, the integrity of the procedures must involve the degree of equity in the processes used to formulate decisions (Lopez-Cabarcos et al, 2015) and the extent to which employees are allowed to give voice to their positions before making any decision (Flint et al, 2013) based on accurate information and ethical standards (Pan et al, 2018). In this study, procedural justice is the employees’ perception that the procedures by which decisions are made by the management are fair, well explained and implied equally, while interactional justice meets the four communication criteria: truthfulness, justification, honour and fitness.…”