The psychology of procedural and distributive justice viewed from the perspective of fairness heuristic theory

By K. van den Bos, E. Lind, Henk A. M. Wilke. 2001

257 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/c3a54cfaa53162e31c7ec0582a12b5bc589e2791

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Citations in the corpus

Corporate social responsibility as a source of employee satisfaction (2012, background): “For example, when people do not know how decisions that affect them will be made, they may judge fairness based on how others’ have been treated (van den Bos et al., 2001).”
Moral Virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice. (2001, methodology): “…are more relevant than evaluations of outcomes in making overall fairness judgments (Lind, 2001; Lind et al., 1993; Lind & Tyler, 1988; Tyler & Lind, 1992; van den Bos, Lind, Vermunt, & Wilke, 1997; van den Bos et al., 2001; van den Bos, Vermunt, & Wilke, 1997; van den Bos, Wilke, & Lind, 1998).”
Victims’ experiences in the criminal justice system and their recovery from crime (2013, background): “More recently, Van den Bos and his colleagues (Van den Bos and Lind, 2002; Van den Bos et al., 2001) demonstrated that although both procedural and distributive justice are important, what comes first matters and typically people receive procedural information before they know the outcome.”
Experimental research on just-world theory: problems, developments, and future challenges. (2005, background): “In any case, Heuer’s work implies that there may be less difference between procedural and distributive justice than is presently thought (see also van den Bos et al., 2001).”
Perceived procedural justice and employee responses to an organizational merger (2004, result): “In accordance with the work of van den Bos (2001; van den Bos et al., 2001) on uncertainty and justice, we also hypothesized that the effect of fair procedures on post-merger identification and common ingroup identity would be moderated by the number of changes, but our results indicated no support…”
Organizational justice and stress: the mediating role of work-family conflict. (2004, background): “Fairness heuristic theory suggests that procedural justice is particularly valuable when uncertainty is present and decisions about whether to cooperate with others are unclear (Lind, 2001; Van den Bos et al., 2001).”