WHY DO MANAGERS ACT FAIRLY IN THE FIRST PLACE? A DAILY INVESTIGATION OF "HOT" AND "COLD" MOTIVES AND DISCRETION

By Brent A. Scott, Adela S. Garza, Donald E. Conlon, You Jin Kim. 2014

138 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e6deb3bd6876817e67a8656a33287fd10e1461ea

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

In Clinical Psychology

In Sociology and Political Science

Citations in the corpus

Is Consistently Unfair Better than Sporadically Fair? An Investigation of Justice Variability and Stress (2017, background): “Indeed, to the extent that violations of justice occur, in part, because of negative emotions experienced by managers (Scott et al., 2014), the ability to exert control over the action tendencies that accompany those emotions should allow those managers to provide more stable, consistent treatment…”
"Cargo Cult" science in traditional organization and information systems survey research: A case for using nontraditional methods of data collection, including Mechanical Turk and online panels (2016, background): “Pilot tests and exploratory studies can be conducted more quickly and with higher generalizability than before, so that final data collections (including those done via traditional means) are of much higher quality and impact (Scott et al., 2015).”
Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement (2018, methodology): “…were completed and the day of the week (e.g., using six dummy codes to represent each day) to account for potential circadian rhythm effects (e.g., Scott et al., 2014), we do not necessarily agree with the recommendation of Beal and Trougakos (Question 7) to always account for circadian rhythm.”
Interactional justice, leader–member exchange, and employee performance: Examining the moderating role of justice differentiation (2017, background): “In contrast, leaders have significant control over the extent to which they treat their followers with respect and dignity, offer clear explanations for their actions, and show concern for them (Scott et al. 2014).”