Income inequality, distributive fairness and political trust in Latin America.

In the wake of rising levels of income inequality during the past two decades, widespread concerns emerged about the social and political consequences of the widening gap between the poor and the rich that can be observed in many established democracies. Several empirical studies substantiate the link between macro-level income inequality and political attitudes and behavior, pointing at its broad and negative implications for political equality. Accordingly, these implications are expected to be accentuated in contexts of high inequality, as is the case in Latin America. Despite these general concerns about the consequences of income inequality, few studies have accounted for the importance of individual perceptions of distributive fairness in regard to trust in political institutions. Even less is known about the extent to which distributive fairness perceptions co-vary with objective indicators of inequality. Moreover, the research in this area has traditionally focused on OECD countries, which have lower indexes of inequality than the rest of the world. This study aims at filling this gap by focusing on the relevance of distributive fairness perceptions and macro-level inequality for political trust and on how these two levels interact in Latin American countries. The analyses are based on the Latinobarometer survey 2011, which consists of 18 countries. Multilevel estimations suggest that both dimensions of inequality are negatively associated with political trust but that higher levels of macro-level inequality attenuate rather than increase the strength of the negative association between distributive fairness perceptions and political trust.

The effects of social exclusion on distributive fairness judgements and cooperative behaviour.

In this article, we investigate how being socially excluded (vs. included) affects people's distributive fairness judgements and their willingness to cooperate with others in subsequent interactions. For this purpose, we conducted three experiments in which we assessed individual differences in having experienced being socially excluded (Experiment 1, N = 164), and manipulated social exclusion (Experiment 2, N = 120; Experiment 3, N = 492). We studied how this impacted fairness judgements of three different outcome distributions (disadvantageous inequality, advantageous inequality, and equality) both within-participants (Experiments 1 and 2) and between-participants (Experiment 3). To assess behavioural consequences, we then also assessed participants' cooperation in a social dilemma game. Across the three experiments, we consistently found that social exclusion impacted fairness judgements. Compared to inclusion, excluded participants judged disadvantageous inequality as more unfair and advantageous inequality as less unfair. Moreover, compared to socially included participants, socially excluded participants were more willing to cooperate after experiencing advantageous rather than disadvantageous inequality, and feelings of acceptance served as a mediator in these associations.

Life Satisfaction Among Chinese Aged Workers: Interplay of Organizational Justice, Workplace Emotions, and Subjective Age Perception.

Introduction: Organizational justice, as a multifaceted construct, plays an essential role in shaping organizational behaviors vital for boosting productivity. Previous research has underlined its influential role in both task performance and organizational citizenship behaviors. Importantly, positive emotions stemming from perceptions of both distributive and procedural justice have been associated with heightened levels of life satisfaction. This study aimed to elucidate the mediating role of these emotions in the connection between organizational justice perceptions and life satisfaction. Methods: Participants (N= 588) in two waves of multisource data from fifteen private firms in China, have been aged workers from 40 to 60 years old. Results: The findings revealed a significant mediation effect of positive emotions linking employees' perceptions of justice and their overall life satisfaction. Discussion: In alignment with the Spill-over hypothesis, our findings underscore the importance of cultivating an equitable work environment. Such an environment does not only drive job-specific outcomes but also deeply influences employees' broader well-being and happiness. By grasping the intricacies of organizational justice and its myriad effects on employee satisfaction, organizations can devise precise interventions, thereby elevating both employee well-being and overall productivity.

Does employee engagement promote innovation? The Facilitators of innovative workplace behavior via mediation and moderation.

The demonstration of innovative behaviour by employees plays a crucial role in enabling organisations to effectively respond and adapt to the rapidly evolving business landscape. There has been an increase in research aimed at identifying the factors that contribute to the progressive development of innovative capacity, as there has been a substantial rise in interest in the comprehension of innovation mechanisms. Drawing on self-determination theory, this study aims to investigate the effect of employee engagement on innovative work behavior. The mediating role of employee voice behavior was also explored. Additionally, this study examines the potential moderating impact of perceived distributive justice on the relationship between employee engagement and innovative work behavior. A quantitative study was undertaken using a sample size of 180 participants who were employed in the manufacturing sector of Pakistan. Partial least squares structural equation modelling (PLS-SEM) was used to analyze the results of the study. The results revealed that engaged employees are more likely to exhibit innovative behavior. Furthermore, employee voice was discovered to fully mediate the relationship between employee engagement and innovative behavior, as well as to have a significant influence on both employee engagement and innovative behavior. However, the findings did not support the hypothesis that perceived distributive justice moderates the association between employee engagement and innovative behavior. Future research directions and managerial implications were also mentioned.

Infants Consider the Distributor's Intentions in Resource Allocation.

Recent experimental studies suggest that preverbal infants are able to evaluate agents on the basis of their distributive actions. Here we asked whether such evaluations are based on infants' understanding of the distributors' intentions, or only the outcome of their actions. Ten-month-old infants observed animated movies of unequal resource allocations by distributors who attempted but failed to distribute resources equally or unequally between two individuals. We found that infants attended longer to the test event showing a third agent approaching a distributor who was unable to make an unequal distribution, compared to the test event where the third agent approached a distributor who was unable to make an equal distribution of resources. Our results suggest that infants' ability to encode distributive actions goes beyond an analysis of the outcome of these actions, by including the intentions of the distributors whose actions lead to these outcomes.

Extending Evidence for Inter-Individual Differences in Social Comparison Orientation to Pay Fairness Evaluations.

This research extends the limited support for social comparison tendencies as an individual difference variable and a key moderator of pay fairness perceptions. Through three studies comprised of five data collections, the following adapts a measure of social comparison orientation to pay contexts and examines its association with heightened perceptions of distributive fairness in hypothetical and actual scenarios of pay equity, over-reward, and under-reward. In keeping with Gibbons and Buunk's construal, our targeted operationalization of social comparison orientation demonstrated inter-individual variation and intra-individual stability, providing corroboration of distinct individual predispositions towards social comparison. Our experimental findings further support this point in that socially relative pay information had a stronger impact on pay fairness evaluations among individuals predisposed to socially compare and a relatively weak impact on those that were not. This investigation is complementary but distinct from the prevalent focus on situational factors as drivers of social comparison. Further, examining this point in the context of pay is timely based on the recent level of public and managerial attention given to the fairness of relative pay differences.