Becoming an undercover police officer: a note on fairness perceptions, behavior, and attitudes

Farmer, Suzanne; Beehr, Terry A.; Love, Kevin G

doi:10.1002/job.196

Cited by 90 publications

(88 citation statements)

References 56 publications

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“…For example, Landy et al (1980) found that the perceived fairness of the procedures for employee evaluation were very important for employees, regardless of whether their performance appraisals were negative or positive. Likewise, Farmer et al (2003) contended that when employees see procedures as fair, they are committed to the organisation, even if the decisions which matter for them personally are adverse. Martin and Bennett contend that 'an individual may be dissatisfied with what was received, yet remain committed to an organisation if the procedure or reason for un-obtained outcomes is perceived as being fair ' (1996: 89).…”

Section: Discussionmentioning

confidence: 99%

“…In a survey of US officers, Farmer et al (2003) observed that both distributive and procedural fairness had positive associations with job satisfaction. Among British officers, a composite measure of perceptions of organisational fairness had a positive relationship with satisfaction from working at the agency (Myhill and Bradford, 2013).…”

Section: Job Satisfactionmentioning

confidence: 99%

See 1 more Smart Citation

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Qureshi¹,

Frank

Lambert

et al. 2016

The Police Journal: Theory, Practice and Principles

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The concept of justice plays an important role in shaping the attitudes of citizens towards criminal justice agencies. Additionally, research indicates that police officers' perceptions of justice within their own organisation can affect their attitudes towards it. Most of the research to date has focused on police officers in Western nations; however, the effects of organisational justice could be universal (i.e. cut across different police agencies and nations) or contextual (i.e. vary between cultures). The current study examined the association between perceptions of two dimensions of organisational justice, distributive (fairness in outcomes) and procedural (fairness in procedures/processes), with job satisfaction and organisational commitment among Indian police officers. Ordinary least squares (OLS) regression analysis of survey data collected from 827 officers stationed in the Sonepat and Rohtak districts in the north Indian state of Haryana indicated that perceptions of distributive justice and procedural justice (in terms of promotions and evaluations) had significant positive relationships with both job satisfaction and affective organisational commitment. The findings support the contention that perceptions of organisational justice have important effects on Indian police officers.

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Section: Discussionmentioning

confidence: 99%

Section: Job Satisfactionmentioning

confidence: 99%

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Qureshi¹,

Frank

Lambert

et al. 2016

The Police Journal: Theory, Practice and Principles

View full text Add to dashboard Cite

show abstract

“…In both contexts, the perceived fairness of the officers' treatment of the citizen had a reliable effect on citizen satisfaction, even after controlling for the actual outcome of the encounter, a finding consistently replicated in later surveys (e.g., Tyler & Huo, 2002;Tyler, 1990). Interestingly, police performance and satisfaction are themselves influenced by officer evaluations of procedural fairness in departmental assignment decisions (Farmer, Beehr, & Love, 2003).…”

Section: Satisfaction With Legal Experiencesmentioning

confidence: 99%

VOICE, CONTROL, AND BELONGING: The Double-Edged Sword of Procedural Fairness

MacCoun

2005

Annu. Rev. Law. Soc. Sci.

252

139

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Abstract:The procedural justice literature has grown enormously since the early work of Thibaut and Walker in the 1970s. Since then, the finding that citizens care enormously about the process by which outcomes are reached -even unfavorable outcomes -has been replicated using a wide range of methodologies (including panel surveys, psychometric work, and experimentation), cultures (throughout North America, Europe, and Asia), and settings (including tort litigation, policing, taxpayer compliance, support for public policies, and organizational citizenship). We have learned a great deal about the antecedents and consequences of these judgments. In particular, the work of Tom Tyler and Allan Lind and their colleagues suggests that people care about voice, dignity, and respect for relational and symbolic rather than (or in addition to) instrumental reasons. This has benevolent implications for governance and social cooperation, but also some troubling implications, leaving people susceptible to manipulation and exploitation.

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“…Dans le contexte policier, quelques rares études soulignent globalement les effets positifs de la justice sur différentes variables comme la satisfaction, l'implication organisationnelle et la performance (Myhill et Bradford, 2013;Tyler et al, 2007;Farmer, Beehr et Love, 2003).…”

Section: La Justice Organisationnelleunclassified

Le rôle médiateur de l’engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

Molines

Fall

2017

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Tous droits réservés © Département des relations industrielles de l'Université Laval, 2016Ce document est protégé par la loi sur le droit d'auteur. L'utilisation des services d'Érudit (y compris la reproduction) est assujettie à sa politique d'utilisation que vous pouvez consulter en ligne.https://apropos.erudit.org/fr/usagers/politique-dutilisation/ Cet article est diffusé et préservé par Érudit.Érudit est un consortium interuniversitaire sans but lucratif composé de l'Université de Montréal, l'Université Laval et l'Université du Québec à Montréal. Il a pour mission la promotion et la valorisation de la recherche. Résumé de l'article Les questions de justice et d'équité demeurent une préoccupation majeure pour les salariés. Or, les formes de justice organisationnelle ont des effets différenciés sur les comportements de citoyenneté organisationnelle. Dans cet article, nous nous sommes intéressés au rôle médiateur de l'engagement au travail. En nous appuyant sur le modèle des exigences et des ressources de l'emploi (Demerouti et al., 2001), nous proposons un modèle intégrateur qui soutient que la justice organisationnelle perçue joue le rôle de ressource de l'emploi et favorisera l'engagement au travail qui, à son tour, va encourager les comportements de citoyenneté. Nous supposons ainsi que les différentes formes de justice ont des propriétés motivantes qui conduisent à un haut niveau d'engagement au travail et, en conséquence, un niveau de performance extra rôle élevé. Notre étude permet de mettre en lumière le processus motivationnel, au travers de l'engagement au travail, entre les différentes formes de justice perçues et les comportements de citoyenneté organisationnelle.Cette recherche porte sur le contexte spécifique de la police française qui, avec la mise en place de nouveaux outils de management, se heurte à une problématique inédite d'équité, et non plus d'égalité. C'est à notre connaissance, la première étude, en France, à examiner les problématiques de justice dans le contexte de la police française. Les résultats, provenant d'un échantillon de 718 fonctionnaires de police, indiquent que le dévouement des policiers est la dimension de l'engagement au travail qui explique le mieux les effets des dimensions de la justice organisationnelle, telle que perçue par eux, sur leurs comportements de citoyenneté organisationnelle. Les implications en termes de pratiques RH dans la police sont ensuite discutées.Le rôle médiateur de l'engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

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Becoming an undercover police officer: a note on fairness perceptions, behavior, and attitudes

Cited by 90 publications

References 56 publications

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

Organisational justice’s relationship with job satisfaction and organisational commitment among Indian police

VOICE, CONTROL, AND BELONGING: The Double-Edged Sword of Procedural Fairness

Le rôle médiateur de l’engagement au travail dans la relation entre la justice organisationnelle et les comportements de citoyenneté : le cas de la police française

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