Does Procedural Justice Increase the Inclusion of Migrants? A Group Engagement Model Perspective

2018 ◽  
Vol 2018 (1) ◽  
pp. 15725 ◽  
Author(s):  
Mladen Adamovic ◽  
Peter Gahan ◽  
Jesse E. Olsen ◽  
Bill Harley ◽  
Joshua Healy ◽  
...  
Keyword(s):  
Procedural Justice ◽  
Group Engagement ◽  
Group Engagement Model

The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior

2003 ◽  
Vol 7 (4) ◽  
pp. 349-361 ◽  
Author(s):  
Tom R. Tyler ◽  
Steven L. Blader
Keyword(s):  
Social Identity ◽  
Procedural Justice ◽  
Cooperative Behavior ◽  
Relevant Information ◽  
Psychological Research ◽  
Relational Model ◽  
Mediation Hypothesis ◽  
Value Model ◽  
Group Engagement ◽  
Group Engagement Model

The group engagement model expands the insights of the group-value model of procedural justice and the relational model of authority into an explanation for why procedural justice shapes cooperation in groups, organizations, and societies. It hypothesizes that procedures are important because they shape people's social identity within groups, and social identity in turn influences attitudes, values, and behaviors. The model further hypothesizes that resource judgments exercise their influence indirectly by shaping social identity. This social identity mediation hypothesis explains why people focus on procedural justice, and in particular on procedural elements related to the quality of their interpersonal treatment, because those elements carry the most social identity-relevant information. In this article, we review several key insights of the group engagement model, relate these insights to important trends in psychological research on justice, and discuss implications of the model for the future of procedural justice research.

Does procedural justice climate increase the identification and engagement of migrant workers? A group engagement model perspective

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mladen Adamovic ◽  
Peter Gahan ◽  
Jesse Olsen ◽  
Bill Harley ◽  
Joshua Healy ◽  
...  
Keyword(s):  
Procedural Justice ◽  
Work Environment ◽  
Work Engagement ◽  
Migrant Workers ◽  
Organizational Identification ◽  
Content Type ◽  
Procedural Justice Climate ◽  
Group Engagement ◽  
Group Engagement Model ◽  
Justice Climate

PurposeMigrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this issue, the authors integrate research on migrant workers with research on the group engagement model to create a model for understanding and enhancing migrant worker engagement. This allows us to provide insight into how organizations can design their human resource management systems and practices to increase the work engagement of migrant workers.Design/methodology/approachThe authors conducted a survey study with over 4,000 employees from more than 500 workplaces in Australia to test the model.FindingsThe results of the multilevel analysis indicate that a procedurally fair work environment increases organizational identification, which in turn is associated with higher work engagement. The results also indicate that procedural justice climate is more important for migrant workers and increases their organizational identification and engagement.Originality/valueTo increase work engagement of migrant workers, organizations can establish a procedurally fair work environment in which cultural minorities experience unbiased policies and procedures, are able to express their opinions and participate in decision-making.

Procedural justice and voice: a group engagement model

2019 ◽  
Vol 34 (7) ◽  
pp. 491-503
Author(s):  
Changchun Xiang ◽  
Chenwei Li ◽  
Keke Wu ◽  
Lirong Long
Keyword(s):  
Procedural Justice ◽  
Interactional Justice ◽  
Employee Voice ◽  
Content Type ◽  
Moderated Mediation Model ◽  
High Level ◽  
Group Engagement ◽  
The Impact ◽  
Uncertainty Management Theory ◽  
Group Engagement Model

Purpose The purpose of this paper is to examine the impact on employee voice from formal vs informal sources of procedural justice: group responsiveness and interactional justice, and to test how this impact may vary according to employees’ traditionality. Design/methodology/approach Dyadic data were collected from 261 employees and their supervisors. Results of the analyses offered support for the hypothesized moderated mediation model where group responsiveness and interactional justice would influence employee voice through enhanced organization-based self-esteem, and where such influence would be moderated by traditionality. Findings The findings showed that when there was a high level of group responsiveness, low traditionalists spoke up more, but when there was a high level of interactional justice, high traditionalists spoke up more. Originality/value By adopting the group engagement model, this study presented an alternative to the conventional perspective from uncertainty management theory about justice and voice, and tended to the neglect of fairness as an antecedent of voice by investigating how employees’ engagement in voice can be affected by their experience with different sources of procedural fairness information.

Interactional Justice and Employee Silence: The Roles of Procedural Justice and Affect

2016 ◽  
Vol 44 (5) ◽  
pp. 837-852 ◽  
Author(s):  
Liang Huang ◽  
Wenfeng Huang
Keyword(s):  
Negative Affect ◽  
Procedural Justice ◽  
Positive Affect ◽  
Interactional Justice ◽  
Moderating Effect ◽  
Influence Mechanism ◽  
Employee Silence ◽  
Group Engagement ◽  
Practical Implications ◽  
Group Engagement Model

In order to explore further the contingent influence mechanism of interactional justice on employee silence, we investigated how procedural justice moderates the interactional justice– silence relationship directly and indirectly through affect, drawing on the group engagement model and affect theories. We analyzed data collected from a survey completed by 272 Chinese subordinate–supervisor dyads and found that procedural justice strengthened the interactional justice–silence relationship both directly and indirectly through positive affect, and that positive affect had a stronger moderating effect on the interactional justice–silence relationship than did negative affect. However, negative affect did not mediate the moderating effect of procedural justice on the interactional justice–silence relationship. Theoretical and practical implications of these findings are discussed.

Procedural (In)Justice as Inclusivity and Marginalization: Evidence from a Longitudinal Sample of Mexican-American Adolescents

2021 ◽  
pp. 002242782110039
Author(s):  
Andrew J. Thompson ◽  
Theodore Wilson
Keyword(s):  
United States ◽  
Procedural Justice ◽  
Mexican Americans ◽  
Mexican American ◽  
Fixed Effects ◽  
Social Inclusion ◽  
Minority Group ◽  
The United States ◽  
Segmented Assimilation ◽  
Group Engagement

Objectives: Treatment by law enforcement officers, as representatives of the state that interact with individual citizens, may signal to individuals their political and social inclusion within society. Hispanics, as the largest minority group in the country that oftentimes must navigate two cultural identities, may be especially sensitive to the treatment of police. We test the group engagement model’s implication that procedural justice—or lack thereof—may promote or hinder attachment to the United States and/or Mexico among Latino/a adolescents and young adults. Methods: Using a fixed effects panel design with a subsample of Mexican Americans from the Pathways to Desistance Study, we examine whether changes in subjective procedural justice evaluations of the police are related to changes in National identification. Results: Changes in procedural justice perceptions are significantly related to changes in Mexican identification, whereas procedural justice is not related to changes in Anglo identification. Although, consistent with segmented assimilation theory, the relationships between changes in procedural justice and Mexican/Anglo identification may be stronger among participants born in the United States. Conclusions: The findings are generally consistent with the group engagement model of procedural justice and suggest procedural injustice may alienate Hispanics.

Demeanor and police culture

2019 ◽  
Vol 42 (4) ◽  
pp. 537-555 ◽  
Author(s):  
Justin Pickett ◽  
Justin Nix
Keyword(s):  
Procedural Justice ◽  
Police Department ◽  
Social Identification ◽  
Police Culture ◽  
Police Reform ◽  
Content Type ◽  
The Public ◽  
Group Engagement ◽  
Justice Judgments

Purpose The purpose of this paper is to revisit classic theoretical arguments regarding the broad effects of civilian demeanor on policing and extend associated findings. Design/methodology/approach The theoretical framework draws on insights from the literatures on police culture, the group engagement model and fairness heuristic theory. The authors argue that demeanor is best conceptualized as the degree of procedural justice exhibited by civilians toward police. Theoretically, procedurally just cooperation should influence officers’ adherence to police culture by affecting their social identification and assessments of civilians’ motives and moral deservingness. To test the hypotheses, the authors surveyed sworn officers from a large metropolitan police department in the southeastern USA in the Fall of 2016. Findings Results reveal that officers use their procedural justice judgments as heuristics to assess civilians’ trustworthiness, dangerousness, and moral deservingness, and these judgments influence their policing style. Officers who perceive greater procedurally just cooperation by civilians feel less threatened by the public, are more willing to use procedural justice themselves, and are less supportive of a “tough cop” policing style. Originality/value The authors propose that: civilian demeanor is best conceptualized as the extent to which civilians exhibit procedural fairness toward the police; and in order for meaningful police reform to occur, it is important to acknowledge the role of civilian demeanor in shaping officers’ attitudes, beliefs and behaviors.

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