24 research outputs found
Willing and able: action-state orientation and the relation between procedural justice and employee cooperation
Existing justice theory explains why fair procedures motivate employees to adopt cooperative goals, but it fails to explain how employees strive towards these goals. We study self-regulatory abilities that underlie goal striving; abilities that should thus affect employeesâ display of cooperative behavior in response to procedural justice. Building on action control theory, we argue that employees who display effective self-regulatory strategies (action oriented employees) display relatively strong cooperative behavioral responses to fair procedures. A multisource field study and a laboratory experiment support this prediction. A subsequent experiment addresses the process underlying this effect by explicitly showing that action orientation facilitates attainment of the cooperative goals that people adopt in response to fair procedures, thus facilitating the display of actual cooperative behavior. This goal striving approach better integrates research on the relationship between procedural justice and employee cooperation in the self-regulation and the work motivation literature. It also offers organizations a new perspective on making procedural justice effective in stimulating employee cooperation by suggesting factors that help employees reach their adopted goals
Measuring and explaining informal economic activities A quasi-experimental approach
nrpages: 8status: publishe
The Influence of the Selection Context on Negative and Positive Discrimination
Research on how the social context of selection can influence the decision-making process and
can provoke (negative and positive) discrimination is very limited. Based on two behavioral
science frameworks (i.e., moral self-regulation and psychological distance), we suggest that a
previous, unrelated selection decision and whether or not the decision was made for the own
team, would influence the current selection decision. In particular, it was examined whether
recruiters expressed a stronger preference for a white (vs. an equally qualified Arab candidate)
if the decision was taken after an Arab (vs. white) candidate was recruited in a previous task
and if the decision had to be taken for the own team (vs. another team in the organization).
Finally, it was examined whether both factors strengthened each other. The results of an
experiment showed that recruiters had a stronger preference for the white (Arab) candidate if
they had already recruited an Arab (white) candidate in a previous task and if the decision had
to be taken for the own (other) team. The assumed interaction effect was not significant.status: accepte
Moral Policies: A license to discriminate in selection procedures?
Although companies implement moral policies to prevent discrimination of minorities in
selection procedures, evidence shows its persistence. Drawing on insights from the concept of
moral licensing we predict that the presence (versus absence) of a moral policy may increase the
expression of prejudices and concrete discriminatory hiring decisions. Moreover, we suggest that
this effect is more likely to occur when the context allows for a rationalization of discrimination
and as such renders the behavior ambiguous, (e.g., in the presence of information about a hostile
work environment versus no information). In an experimental study with 115 participants we show
that a moral policy licensed the expression of prejudice when this behavior is ambiguous.
Participants in general expressed greater prejudices when their behavior was ambiguous.. No
effects on the concrete decision for a white or equally qualified black candidate were observed.status: publishe
Decreasing overt discrimination increases covert discrimination: Adverse effects of equal opportunities policies.
Building on the moral licensing literature, this paper examines whether highlighting the successful implementation of an equal opportunities policy in a company leads to covert forms of discrimination in hiring decisions (i.e., expressing a preference for a white candidate over an equally qualified black/Moroccan candidate in an ambiguous conâ
text). Furthermore, moral selfâimage is indirectly tested as a possible underlying mechanism. Two scenario studies first revealed that covert discrimination is more likely after highlighting a successful implementation of an equal opportunities policy in the company (study 1) and that elevated levels of moral selfâimage are related to covert discrimination (study 2). Subsequently, a field study revealed that the presence of successful equal opportunities policies positively related to employeesâ moral selfâimage (study 3).status: publishe
The influence of a previous selection decision and psychological distance on ethnic preferences in selection: An exploratory study
status: publishe