Bargaining over Weapons: Justice and Effectiveness in Arms Control Negotiations

2014 ◽  
Vol 19 (3) ◽  
pp. 426-458 ◽  
Author(s):  
Cecilia Albin ◽  
Daniel Druckman
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Arms Control ◽  
Statistical Analyses ◽  
Multilateral Negotiations ◽  
The Relationship

This article explores the relationship between justice and effectiveness in bilateral and multilateral arms control negotiations. A set of hypotheses, derived from earlier research about the impacts of procedural and distributive justice on negotiation outcomes is evaluated. The sample consists of twenty cases, ten bilateral and ten multilateral. The results of statistical analyses show strong effects of procedural justice on the effectiveness of bilateral, but not multilateral, negotiations. Further analyses indicate that the effects are largely accounted for by half of the bilateral cases. Case-by-case analyses reveal some of the conditions that explain the correlation between pj principles and effective outcomes. Distributive justice correlated with more substantial agreements in the multilateral cases. Reasons for the limited effects of procedural justice on multilateral outcomes are discussed. The article concludes with more general implications and suggestions for further research.

scholarly journals The Relationship of Distributive Justice and Procedural Justice on Organizational Commitment: An Empirical Testing

2017 ◽  
Vol 31 (1-2) ◽  
pp. 121-128
Author(s):  
Binod Ghimire
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Human Resource Development ◽  
Work Factors ◽  
Relationship Of ◽  
Managerial Employees ◽  
The Impact ◽  
The Relationship

This paper investigates the relationship between organizational justice and organizational commitment among the employees of different organizations from Kathmandu Valley. This research study analyzes the impact of organizational justice as encompassed by two components, namely distributive justice and procedural justice on employee’s commitment. This study is descriptive and analytical. The sample consists of managerial and non-managerial employees who have volunteered to participate in the study. This study reveals a positive and significant relationship showing that the foundation of an employee’s commitment is within the application of both distributive and procedural justice, with procedural justice having stronger effect. The findings in this study would offer insight to the managers and business organization in Nepal to formulate strategies that involve in work factors such as distributive and procedural justice for the improvement of the human resource development.

Organizational justice and millennial turnover in public accounting

2017 ◽  
Vol 39 (1) ◽  
pp. 112-126 ◽  
Author(s):  
Jessie George ◽  
Stephanie Wallio
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Turnover Intentions ◽  
Public Accounting ◽  
Content Type ◽  
The Public ◽  
Study Results ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between distributive justice, procedural justice, and turnover intentions for Millennial employees working in the public accounting environment. Design/methodology/approach Data collection utilized an online survey sent to members of a regional certified public accountant organization (n=75). Findings Lower levels of both distributive and procedural justice predicted higher turnover intentions, controlling for gender and job tenure. Procedural justice was found to have a stronger relationship with turnover intentions than distributive justice for Millennial public accountants. Practical implications The public accounting industry is facing a crisis based on the shortage of staff and senior level accountants, which are primarily Millennial employees. The study results have practical implications for public accounting firms. The findings suggest that the fairness of organizational processes could impact Millennials’ turnover intentions more than the fairness of organizational rewards. Employers could use this information to manage levels of procedural justice, which could reduce turnover intentions, actual turnover, and other byproducts of the staffing shortage. Originality/value This study examined the relationship between organizational justice and Millennial turnover intentions in public accounting. The study replicated the findings of some prior studies in a purely Millennial sample in the public accounting context and addressed some of the contradictory results seen previously related to organizational justice. As the public accounting industry has an abnormally large percentage of Millennial employees, these findings may be applied to other environments as the Millennial population in the workforce increases.

Do Perceptions of Legitimacy and Fairness Matter in Prison? Examining How Procedural and Distributive Justice Relate to Misconduct

2020 ◽  
Vol 47 (12) ◽  
pp. 1630-1653
Author(s):  
Christopher M. Campbell ◽  
Ryan M. Labrecque ◽  
Roger L. Schaefer ◽  
Molly Harvis ◽  
Karma Rose Zavita ◽  
...  
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Perceived Risk ◽  
Correctional Officers ◽  
Theory Development ◽  
Corrections Officers ◽  
Rule Compliance ◽  
Controlling Behavior ◽  
State Prisons ◽  
The Relationship

Recent scholarship suggests disciplinary protocols and incarcerated individuals’ perceptions of procedural justice toward correctional officers may be important in influencing one’s behavior and prison order. This study provides an examination of procedural and distributive justice in prison. We surveyed a stratified random sample of 144 respondents incarcerated in Maine state prisons about their perceptions toward the disciplinary process and corrections officers to assess the relationship between such views and patterns of institutional misconduct. Findings provide partial support for the procedural justice perspective in prison. Normative perceptions (e.g., legitimacy) are positively associated with voluntary deference measures while instrumental perceptions of officer effectiveness in controlling behavior are positively associated with respondent perceived risk. These results supply insight into theory development related to voluntary deference. Similarly, these findings can inform which relationships between officers and respondents may hold the potential to promote rule compliance and prison order.

The relationship between justice and commitment: the moderation of trust

2015 ◽  
Vol 7 (1) ◽  
pp. 73-88 ◽  
Author(s):  
Zhou Jiang
Keyword(s):  
South Korea ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Affective Commitment ◽  
Organizational Trust ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Content Type ◽  
Justice Perceptions ◽  
The Relationship

Purpose – The purpose of this paper is to examine whether distributive justice interacts with procedural justice to influence affective commitment; whether organizational trust moderates the relationships of affective commitment with these two justice perceptions; and whether organizational trust moderates the interactive effect of justice perceptions on affective commitment. Design/methodology/approach – This study administered both paper and online surveys to university employees from China, South Korea, and Australia, obtaining 706 usable responses from 65 universities. Hierarchical regressions were employed to test hypotheses for each country. The patterns of results were compared across nations. Findings – It was found that in Australia, but not in South Korea and China, distributive justice interacted with procedural justice to influence affective commitment. Results also revealed that in Australia, organizational trust moderated the relationship between affective commitment and distributive justice but not the relationship between affective commitment and procedural justice. By contrast, in South Korea and China, organizational trust had no moderating effect on justice-commitment relationships. Research limitations/implications – Although this study was limited due to the use of self-report data and the focus of a single type of organization, it provides relatively new cross-cultural evidence regarding justice effects and the role of trust in the Asia Pacific region. Originality/value – This study is among the first to provide empirical evidence of a moderating effect of trust on justice-outcome relationships. It is also one of the first to cross-culturally investigate the interactive effect of distributive justice and procedural justice, with an additional focus on trust’s moderation role.

scholarly journals POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION

2021 ◽  
Vol 28 ◽  
Author(s):  
Azman Ismail ◽  
Noor Azmi Mohd Zainol ◽  
Hilmi Azani Husain ◽  
Nurshahira Ibrahim ◽  
Yusof Ismail
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Low Power ◽  
Procedural Justice ◽  
High Power ◽  
Power Distance ◽  
Survey Method ◽  
Organisational Justice ◽  
High Power Distance ◽  
The Relationship

Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.  

Perceived justice and creativity in crowdsourcing communities: Empirical evidence from China

2015 ◽  
Vol 54 (3) ◽  
pp. 253-279 ◽  
Author(s):  
Lingfei Zou ◽  
Jinlong Zhang ◽  
Wenxing Liu
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Idea Generation ◽  
Interactional Justice ◽  
Research Model ◽  
Creative Performance ◽  
Community Environment ◽  
Innovation Activities ◽  
The Relationship ◽  
Practical Implications

Crowdsourcing has provided firms with a new way to involve their users with innovation activities. By outsourcing innovation-related tasks to huge external crowds, companies can access diverse creative ideas. Despite the great potential of crowdsourcing communities, it remains unclear how to create the necessary community environment to drive the creative ideas of participants. The present research investigates the effects of community fairness on the creativity of participants in crowdsourcing communities. Justice theory indicates that three types of justice are positively related to the creativity of participants: distributive justice, procedural justice and interactional justice. Our research model is generally supported by a survey of 238 participants in one of the biggest crowdsourcing communities in China. We find that the three types of justice influence participants’ creativity through different mechanisms. Furthermore, idea generation and idea cooperation mediate the relationship between distributive justice, procedural justice and creative performance. Our study provides both theoretical and practical implications.

scholarly journals Arising Sales force Motivation Due to Organizational Justice

2012 ◽  
Vol 2 (3) ◽  
pp. 270
Author(s):  
Sheikh Raheel Manzoor ◽  
Ahmer Naveed ◽  
Syed Habib Shah
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Research Study ◽  
Positive Impact ◽  
Sales Force ◽  
Cross Sectional ◽  
Response Variable ◽  
Correlation Techniques ◽  
The Relationship

  This research study analyzes the effect of organizational justice (PJ, DJ) on Independent Sale Personnel’s (ISP’s) motivation. This study was cross sectional and self administered questionnaires were distributed among the sale personnel of International Brands Private Limited (IBL), Company Pakistan. Total five branches of IBL, Pakistan were taken for data collection i.e. Karachi, Lahore, Islamabad, Peshawar and Kohat. In order to investigate the relationship between Organizational justice (i.e. procedural justice and distributive justice) and ISP’s motivation regression and correlation techniques were used. The result of the study suggests that there is a significant positive impact of predictors on the response variable. Keywords: Organizational justice (procedural justice, distributive justice), ISP’s motivation.

The link between perceptions of fairness, job training opportunity and at-will employees’ work attitudes

2019 ◽  
Vol 43 (3/4) ◽  
pp. 375-397 ◽  
Author(s):  
Hyunkang Hur ◽  
Hyesong Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Work Attitudes ◽  
Organizational Practices ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
The Relationship ◽  
At Will

Purpose This study aims to investigate the relationship between three organizational practices (distributive justice, procedural justice and potential growth opportunity) and at-will employees’ work attitudes (job satisfaction and affective organizational commitment). Design/methodology/approach The data for the analysis are derived from the 2000 GeorgiaGain Survey. Multinomial logit model is used to examine the relationship of three organizational practices to reduce job insecurity and to promote at-will employees’ work attitudes. Findings This study demonstrated that at-will employees responded positively with job satisfaction or affective organizational commitment if they perceived a strong perception of organizational practices fairly and properly, in the form of providing distributive justice (affective organizational commitment), procedural justice (job satisfaction and affective organizational commitment) and offering career development opportunity (affective organizational commitment). Originality/value By using a unique data set of US public employees who felt limited job security protection through at-will employment policy reform, this study has enhanced our understanding of how at-will employee group in US state government would respond to different organizational practices which is currently limited.

scholarly journals Strategic performance measurement system on employee performance through the three moderating variables in the Indonesian ministry of finance

2020 ◽  
Vol 22 (3) ◽  
Author(s):  
Yeney Widya Prihatiningtias ◽  
Sofyan Wijaya Julianto
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Performance Measurement ◽  
Measurement System ◽  
Positive Impact ◽  
Employee Performance ◽  
Performance Measurement System ◽  
Strategic Performance ◽  
Ministry Of Finance ◽  
The Relationship

This study aims to examine the effect of the Strategic Performance Measurement System (SPMS) on distributive justice, procedural justice, Organizational Citizen Behavior (OCB), and employee performance. The respondents are employees at the General Directorate of Treasury (GDT) of the Ministry of Finance as one of the agencies initiating the implementation of SPMS in the Indonesian public sector institution reflected in the remuneration system. Two hundred forty-nine data were collected using the survey method. Data analysis was performed using the structural equation model. The results showed that the SPMS significantly had a positive effect on distributive justice and procedural justice. Distributive justice has a significant positive impact on procedural justice. Then, procedural justice substantially has a positive impact on OCB. Significantly, OCB has a positive impact on employee performance. The results of the mediating relationship tests between SPMS and employee performance are, first, the relationship is mediated by distributive justice, procedural justice, and OCB. Second, the relationship between them can be mediated by procedural justice and OCB. Both results show complementary partial mediation relationships. This implies that the remuneration rubric needs to be matched with the individual and job characteristics, supported by the senior management. Keywords: Strategic Performance Measurement System, distributive justice, procedural justice, organizational citizen behavior, employee performance

scholarly journals Pengaruh Keadilan Organisasional terhadap Employee Engagement Dimoderasi Etika Kerja Islam

Telaah Bisnis ◽  
2021 ◽  
Vol 21 (1) ◽  
pp. 1
Author(s):  
Novia Hariani ◽  
Muafi Muafi
Keyword(s):  
Business Ethics ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Interactional Justice ◽  
Significant Positive Effect ◽  
Work Ethics ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Justice is an important factor in improving employee performance. In its application, companies must apply good business ethics so that the relationship between justice and performance can increase. Several previous studies have discussed the relationship between fairness and performance, but still few have linked it to business ethics, especially Islamic business ethics. This study aims to determine This study aims to determine the effect of organizational justice on employee engagement moderated by Islamic work ethics at Ratu Samban University (UNRAS), Bengkulu. The sampling technique used in this study is the census method, which is taking the entire population as a sample of the study. Based on the number of population then the sample in this study amounted to 80 respondents. The research variables consist of independent variables namely distributive justice, procedural justice and interactional justice, the dependent variable is the Employee Engagement, and the moderation variable is the work ethic of Islam. Data analysis in this study using hirearki regression analysis. The results of this study prove that Distributive Justice has a significant positive effect on Employee Engagement, Procedural Justice has a significant positive effect on Employee Engagement, Interactional Justice has a significant positive effect on Employee Engagement, Islamic Work Ethics moderate the effect of Distributive Justice on Employee Engagement, Islamic Work Ethics moderate the effect of Procedural Justice on Employee Engagement and Islamic Work Ethics  moderate the influence of Interactional Justice on Employee Engagement.

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