That's Not Fair!: The Social Construction of Organizational (In)Justice among Professionals

Building on the work of organizational justice researchers, this research is an attempt to come to a greater understanding of the social construction of perceived injustice among professionals employed in large, bureaucratic organizational structures. It suggests that professional employees experience a perceived injustice in an organizational workplace outcome, procedure, or interaction when a likely, positive, and valued expectation has been violated or unfulfilled. These expectations are socially constructed from various organizational "stocks of knowledge" available to professionals. These include: (1) organizational cultural norms; (2) professional occupational subcultural norms; and (3) employee prior work experiences. The research suggests that in instances of perceived injustices in organizational outcomes, professionals'expectations are primarily rooted in organizational cultural norms for the allocation of such outcomes. In instances of perceived injustices in organizational procedures, professionals'expectations are primarily rooted in prior work experiences surrounding such procedures and processes, while in instances of perceived injustices in organizational interactions, professionals'expectations are primarily rooted in professional occupational subcultural norms surrounding such interactions.     

SHORT REVIEWS

Books reviewed in this article: Adele E. Clarke , Disciplining Reproduction: Modernity, American Life Sciences, and “the Problems of Sex” Delia Davin , Internal Migration in Contemporary China Anton Kuijsten, Henk de Gans, and Henk de Feijter (eds.) The Joy of Demography… and Other Disciplines: Essays in Honour of Dirk van de Kaa William Petersen , Malthus: Founder of Modern Demography Eric B. Ross , The Malthus Factor: Population, Poverty and Politics in Capitalist Development Nicholas Van Hear , New Diasporas: The Mass Exodus, Dispersal and Regrouping of Migrant Communities Thomas M. Wilson and Hastings Donnan (eds.) , Border Identities: Nation and State at International Frontiers     

The impact of risk sharing on efficient decision

A group of risk-averse members must choose among monetary risks and payoff-sharing rules. Departure from the status quo requires unanimous consent. Such groups drill for oil, bail out nations, and make hostile takeover bids. Assume agreement on probabilities. As is well known, if all members have identically shaped HARA utility functions, efficient group act-choices follow another such function independently of payoff sharing. We show that all other groups inevitably have complex efficient behavior, accepting gambles among individually unacceptable lotteries in almost every status quo position. We also develop proper risk aversion for groups, and treat disagreement on probabilities.Support of the Associates of the Harvard Business School (Pratt) and the Business and Government and Energy and Environmental Policy Centers (Zeckhauser) is gratefully acknowledged. We received helpful comments from Scott Johnson, Mark Machina, and a referee. Jay Patel provided assistance beyond the call of collegiality.     

PARENTAL INFLUENCE ON GENDER AND MARITAL ROLE ATTITUDES: IMPLICATIONS FOR INTERVENTION

This study examined parental influence on specific attitudes toward marital and parental roles and nonspecific gender-role attitudes. Respondents included 173 young adults (127 women and 46 men) and their parents. Young adults' scores on the Role Orientation scale of the Marital Statisfaction Inventory and on masculinity and femininity scales from two self-report inventories (the MMPI-2 and the Personal Attributes Questionnarie) were correlated with their parents' scores on a subset of these same measures. Results indicated that (a) marital and parental role attitudes among young adults are strongly related to specific marital role attitudes of their parents but only modestly related (for women) or unrelated (for men) to nonspecific gender-role attitudes of their parents; (b) broader gender-role attitudes of young men are moderately correlated with their father's attitudes but generally uncorrelated with their mother's attitudes regarding gender roles; and (c) the relationship of young women's gender-role attitudes to both maternal and paternal attitudes is generally weaker and more complex than for young men. Clinical implications of these findings for assessment and intervention with distressed couples are discussed.     

Multiculturalism and political integration in Birmingham and Bradford

The article discusses multiculturalism and political integration in Birmingham and Bradford, two cities that are amongst the main urban areas of immigrant settlement in England outside London. The article focuses especially on the subject of ethnic mobilization, and describes for each ethnic community in each of the two cities the type and character of their organizations and their role in multi‐culturalist politics. On the basis of the evidence presented for each city it is concluded that despite some negative indications about the success of multiculturalism, there are also very many positive signs which speak in favour of a limited claim for multiculturalism, as delineating the creation of a political situation in which relatively new ethnic minorities are able to have the protection of a cultural home and the resource of ethnic culture to provide solidarity as they fight for their rights. This limited claim for multiculturalism is far from being incompatible with democracy. It may even serve to strengthen it     

Personality preferences in laboratory economics experiments

Student volunteers at the U.S. Naval Academy (USNA) participated in one of the following one-shot games: a dictator game, an ultimatum game, a trust game, or a prisoner's dilemma game. We find limited support for the importance of personality type for explaining subjects’ decisions. With controls for personality preferences, we find little evidence of behavioral differences between males and females. Furthermore, we conclude that seniority breeds feelings of entitlement—seniors at USNA generally exhibited the least cooperative or other-regarding behavior.