The Aid Triangle: Recognising the Human Dynamics of Dominance, Justice and Identity

MacLachlan, Malcolm; Carr, Stuart C.; McAuliffe, Éilish; Prasad, Biman C.

doi:10.1375/prp.5.1.51

Cited by 43 publications

(82 citation statements)

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“…The priority of interactional justice over other forms of justice in predicting empowerment is JOURNAL OF PACIFIC RIM PSYCHOLOGY striking (Figure 2), supporting prior observations that interpersonal harmony may be more important than distributive justice in collectivistic societies (Beugr, 2002;Crosby, 1984) such as the Philippines. Consistent with other research (Carr, et al, 1998;MacLachlan, et al, 2010;McAuliffe, et al, 2009), higher levels of distributive justice were related positively to all aspects of empowerment amongst Filipino aid employees Figure 2). This adds to the evidence linking justice with satisfaction, effectiveness and productivity (McAuliffe, et al, 2009;McWha, 2010).…”

Section: Key Findingssupporting

confidence: 90%

Equality, Justice and Identity in an Expatriate/Local Setting: Which Human Factors Enable Empowerment of Filipino Aid Workers?

Smith

2012

Journal of Pacific Rim Psychology

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This study explored which of social dominance, social identity and perceptions of organisational justice were most predictive of self-reported empowerment among aid workers in the Philippines (N = 98). Responses to an online survey available in English and Tagalog were obtained from employees of diverse locally operating aid organisations in the Philippines. The survey included composite measures of empowerment, perceived social dominance, social identity and organisational justice. All measures except perceived social dominance performed as theorised in the Philippine context of this study. The best predictor of empowerment was the aspect of organisational justice centering on the fairness of personal interactions (interactional justice; β = .331). An interaction effect between interactional justice and aspects of empowerment and social (Filipino) identity was also observed (β = .233), implying that a secure Filipino identity may act as a buffer to consequences of injustice, all other things being equal. The overall pattern of results suggests that justice plays a more significant role than either social dominance or identity in contributing to empowerment amongst Filipino aid employees. Strikingly, interactional justice may matter more than distributive justice.

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Section: Key Findingssupporting

confidence: 90%

Equality, Justice and Identity in an Expatriate/Local Setting: Which Human Factors Enable Empowerment of Filipino Aid Workers?

Smith

2012

Journal of Pacific Rim Psychology

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“…Absolute and relative indicators of thriving at work might therefore be respectively conceptualised as Reciprocity (Ba fair day's work for a fair day's pay^) and as being informed by Upward Comparison, namely, comparing one's position on the pay ladder at work (Carr 2003;Harris et al 2008). Remunerative justice may be especially salient at lower ends of the wage distribution, where it makes more of a noticeable difference (to quality of life, and work life) and is a more salient element in the psychological contract between employer and employee (Arrowsmith and Parker 2013;Coyle-Shapiro and Parzefall 2008;MacLachlan et al 2012). Pay justice (reciprocity and upward comparison) was therefore measured in this study.…”

Section: Anti-poverty Capabilitymentioning

confidence: 99%

Humanistic Management and Living Wages: a Case of Compelling Connections?

et al. 2017

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The balance between employee pay and human thriving remains theoretically and empirically under-explored at the lower-end of the wage and income spectrum. Poverty Trap theory and the Law of Diminishing Returns offer seemingly contradictory predictions of the relationship between thriving and wages. An exploratory survey of low-and middleincome earners from a range of occupations was used to test these competing possibilities by relating hourly wage rates to thriving as measured by sense of (i) work happiness (job satisfaction, empowerment, and pride), (ii) well-being (mental and physical health, participation in community life, life satisfaction); and (iii) wage fairness (compared to upper management, reciprocity for the job). Linkages between pay and human capabilities (i)-(iii) were statistically significant, and non-linear. Fairness (reciprocity) had the closest association with hourly wages and household income, suggesting a mediating role between pay and (i)-(ii). Increments in hourly pay yielded diminishing returns, whilst increments in household income only yielded clear gains, on feelings of pay justice, once the current campaigned-for living wage figure was breached. Poverty Traps and Diminishing Returns may each play a part in the link between on the one hand decent wages and income, and on the other hand eradication of working poverty.

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“…In line with Social Dominance Theory (Sidanius & Pratto, 1999), the dominant myth around Private Enterprise was supported both by the Private Sector in-group whose economic interest it undoubtedly served, but also by the Public Sector out-group, whose economic interest it arguably undermined. Together these findings shed light on how justice, dominance and identity may interact and impact on societal motivation (MacLachlan, Carr, & McAuliffe, 2010).…”

Section: Discussionmentioning

confidence: 90%

An unequal balance? – The effects of unequal pay systems on societal motivation in Ireland

Hand

MacLachlan

2012

The Irish Journal of Psychology

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The hypothesis that unequal pay systems create demotivating effects at a societal level was experimentally tested within a general population sample (N0187). Four pay systems, representing unequal pay for equal effort and results, were presented, and anticipated changes in motivation level on three items (productivity, pride and participation) versus baseline were measured. The four unequal systems were (1) Arbitrary (A versus B), (2) Senior versus Junior, (3) Private Sector Higher versus Public Sector Lower and (4) Public Sector Higher versus Private Sector Lower. All four unequal pay systems had significant demotivation effects versus the baseline motivation measures. The demotivation effects were also significantly 'crowded out' when presented within systems, which reinforced dominant legitimising myths (e.g., Seniority and Private Enterprise). Further research is needed to estimate the full economic and social capital costs of inequality and to investigate the psychological costs and benefits of 'motivation myths' in justifying an objectively 'unequal' status quo.

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The Aid Triangle: Recognising the Human Dynamics of Dominance, Justice and Identity

Cited by 43 publications

References 0 publications

Equality, Justice and Identity in an Expatriate/Local Setting: Which Human Factors Enable Empowerment of Filipino Aid Workers?

Equality, Justice and Identity in an Expatriate/Local Setting: Which Human Factors Enable Empowerment of Filipino Aid Workers?

Humanistic Management and Living Wages: a Case of Compelling Connections?

An unequal balance? – The effects of unequal pay systems on societal motivation in Ireland

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