Alle Publikationen
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2017
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(2017): Reflections: Thoughts on moral diversity and counseling psychology’s commitment to social justice.. In: The Counseling Psychologist 45 (1), S. 113-124. DOI: 10.1177/0011000016688096
DOI: https://doi.org/10.1177/0011000016688096 Abstract: This article discusses moral diversity and counseling psychology’s commitment to social justice. It is the author's hope and wish that the Society of Counseling Psychology can be as respectful and accepting of moral and philosophical (and political) differences on social issues—while still vigorously debating them—as it is with regard to differences in perspective on our science, practice, education, and training, and with regard to other types of individual differences—differences that are celebrated. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
2016
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(2016): Does HRD have a moral duty to respond to matters of social injustice?. In: Human Resource Development International 21 (1), S. 3-11. DOI: 10.1080/13678868.2017.1344419
DOI: https://doi.org/10.1080/13678868.2017.1344419 Abstract: The purpose of this article is to question whether or not social injustice should matter to human resource development (HRD). The goal is to invoke a sense of moral agency and responsiveness within the HRD community for having more candid and open conversations about social injustice and the lived experiences of marginalized individuals. In this article, a social justice paradigm will be suggested as a dedicated platform for studying social justice as a necessary outcome of social injustice. Organizational social justice will be introduced as a progressive workplace norm that envisions an equal balance of social justice outcomes for all members in organizations and places of work. (PsycINFO Database Record (c) 2018 APA, all rights reserved) zitiert von: 1
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(2016): Positive and Negative Ageism. In: Affilia 31 (2), S. 207-218. DOI: 10.1177/0886109915595839
DOI: https://doi.org/10.1177/0886109915595839 Abstract: Addressing social injustice is an integral aspect to social work; however, the challenge lies in the fact that society is stratified by sociodemographic characteristics creating power and privilege for some and oppression for many. Understanding how biases that support this social structure are interrelated further elucidates the systemic nature of biases. This study examined the extent to which sexist beliefs would help explain ageism. Results indicated that benevolent sexism was associated with positive ageism, and hostile sexism helped explain negative ageism. These findings contribute to theory development on interlocking prejudices and inform pedagogical approaches that help address biases. (PsycINFO Database Record (c) 2018 APA, all rights reserved)
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(2016): Handbook of social justice theory and research. New York: Springer
Abstract: The International Society for Justice Research (ISJR) aims to provide a platform for interdisciplinary justice scholars who are encouraged to present and exchange their ideas. This exchange has yielded a fruitful advance of theoretical and empirically-oriented justice research. This volume substantiates this academic legacy and the research prospects of the ISJR in the field of justice theory and research. Included are themes and topics such as the theory of the justice motive, the mapping of the multifaceted forms of justice (distributive, procedural) and justice in context-bound spheres (e.g. non-humans). It presents a comprehensive "state of the art" overview in the field of justice research theory and it puts forth an agenda for future interdisciplinary and international justice research. It is worth noting that authors in this proposed volume represent ISJR's leading scholarship. Thus, the compilation of their research within a single framework exposes potential readers to high quality academic work that embodies the past, current and future trends of justice research. .
2015
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(2015): Fair Is Not Fair Everywhere. In: Psychological science 26 (8), S. 1252-1260. DOI: 10.1177/0956797615586188
DOI: https://doi.org/10.1177/0956797615586188 Abstract: Distributing the spoils of a joint enterprise on the basis of work contribution or relative productivity seems natural to the modern Western mind. But such notions of merit-based distributive justice may be culturally constructed norms that vary with the social and economic structure of a group. In the present research, we showed that children from three different cultures have very different ideas about distributive justice. Whereas children from a modern Western society distributed the spoils of a joint enterprise precisely in proportion to productivity, children from a gerontocratic pastoralist society in Africa did not take merit into account at all. Children from a partially hunter-gatherer, egalitarian African culture distributed the spoils more equally than did the other two cultures, with merit playing only a limited role. This pattern of results suggests that some basic notions of distributive justice are not universal intuitions of the human species but rather culturally constructed behavioral norms. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
Keywords: Child, Children, Cross-Cultural Comparison, cross-cultural differences, cross-cultural differences,morality,distributive justice,equity,children,peer interactions, distributive justice, equity, Fairness, Female, Germany, Humans, Kenya, Kulturforschung/ kulturelle Unterschiede, Male, Morality, Namibia, peer interactions, Reward, Social Justice, Verhaltensforschung 2012
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(2012): Justice and Conflicts. Theoretical and Empirical Contributions. Berlin, Heidelberg: Springer-Verlag Berlin Heidelberg
Abstract: Explained the complex construct of moral courage. Moral courage is defined as courageous behavior accompanied by anger and indignation which intends to enforce societal and ethical norms without regard to one's own social costs. It is the risk of negative social consequences that distinguishes moral courage from other forms of prosocial behavior. Similarities and differences between moral courage, heroism, and social control are discussed. Determinants promoting or inhibiting morally courageous behavior include situational factors and particular personality traits including justice sensitivity, empathy, high self-assurance, and open-mindedness. The presence or absence of others has been found to be a particularly significant determinant of helping behavior but not morally courageous behavior. Training programs designed to promote moral courage are outlined. In summary, moral courage is an important concept and should be promoted within society. zitiert von: 59
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(2012): Social development, social inequalities, and social justice. Hove: Psychology (Jean Piaget Symposia series)
Abstract: This volume considers previously separate bodies of research on social justice, social equality, and social development. Eminent scholars from a variety of disciplines discuss the latest research to help us understand the relation between social inequalities and social development. In so doing, the book documents the powerful ways that social inequalities frame development and explores the conflicts that arise in the context of these inequalities. It illustrates how people around the world make judgments about these conditions and how they resist or change the practices they deem unjust. By bringing together these perspectives, the editors hope to demonstrate how understanding social development carries with it the possibility of change and social justice. The book considers processes of social development. It examines Piaget's ideas about morality and relates them to children's thinking about social rights. An interdisciplinary review of research from developmental, social, and health psychology, social policy, anthropology, and philosophy, follows this introduction. Each contributor examines the historical, developmental, and social processes that influence beliefs regarding social justice and equality and the consequences of living in conditions of injustice. The book considers: • Inequalities in educational and health care opportunities. • Unequal rights and harassment and their effects on minorities. • The hardships and inequalities encountered by women. Intended for researchers and advanced students in developmental, social, cultural, and health psychology, policy, anthropology, and philosophy interested in a world that is socially just. (PsycINFO Database Record (c) 2016 APA, all rights reserved) zitiert von 19
2011
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(2011) : Motive fairen und nicht-solidarischen Verhaltens: Korruption: Forschungsstand, Prävention, Probleme: Lengerich, Germany: Pabst Science Publishers
Abstract: Ausgehend von der Feststellung, dass sich die Psychologie bisher wenig mit dem Thema "Korruption" auseinandergesetzt hat, werden mogliche psychologische Beitrage zu einer Korruptionsforschung besprochen. Dabei werden psychologische Theorien und Forschungsergebnisse zu "Gerechtigkeit und Fairness" (Organisationsgerechtigkeit als theoretische Basis; distributive Gerechtigkeit bzw. Fairness; prozedurale Fairness; Interaktionsfairness) sowie zu "Fairness und Teameffizienz" dargestellt. Im Rahmen des zuletzt genannten Punktes wird uber eine Studie berichtet, in der das Gerechtigkeitserleben bei der Teamarbeit untersucht wurde. Es zeigte sich unter anderem, dass die Grundeinstellung zu einer Aufgabe ausschlaggebend dafur ist, inwieweit jemand eine Teamarbeit akzeptiert und effizient im Team arbeitet. Die realen vorhandenen Arbeitsbedingungen, sowie die Art und Weise der Aufgabenverteilung (Losverfahren) beeinflussen die Teameffizienz nicht. Fairness und "Social Loafing" sind dagegen starke Pradiktoren fur Teameffizienz. Je weniger Fairness vorhanden ist, desto weniger erfolgreich ist ein Team.
2010
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(2010): Altruism and fairness. Unnatural selection?. In: Comptes rendus biologies 333 (2), S. 174-180. DOI: 10.1016/j.crvi.2009.12.005
DOI: http://www.ncbi.nlm.nih.gov/pubmed/20338534 Abstract: Darwin admitted that the evolution of moral phenomena such as altruism and fairness, which are usually in opposition to the maximization of individual reproductive success, was not easily accounted for by natural selection. Later, authors have proposed additional mechanisms, including kin selection, inclusive fitness, and reciprocal altruism. In the present work, we explore the extent to which sexual selection has played a role in the appearance of human moral traits. It has been suggested that because certain moral virtues, including altruism and kindness, are sexually attractive, their evolution could have been shaped by the process of sexual selection. Our review suggests that although it is possible that sexual selection played such a role, it is difficult to determine the extent of its relevance, the specific form of this influence, and its interplay with other evolutionary mechanisms.
2009
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(2009): Testing and extending the group engagement model: Linkages between social identity, procedural justice, economic outcomes, and extrarole behavior. In: Journal of Applied Psychology 94 (2), S. 445-464. DOI: 10.1037/a0013935
DOI: http://www.ncbi.nlm.nih.gov/pubmed/19271800 Abstract: Two field studies tested and extended the group engagement model (Tyler & Blader, 2000, Tyler & Blader, 2003) by examining the model with regard to employee extrarole behavior. Consistent with the group engagement model's predictions, results of these studies indicate that the social identities employees form around their work groups and their organizations are strongly related to whether employees engage in extrarole behaviors. Moreover, the studies demonstrated that social identity explains the impact of other factors that have previously been linked to extrarole behavior. In particular, the findings indicate that social identity mediates the effect of procedural justice judgments and economic outcomes on supervisor ratings of extrarole behavior. Overall, these studies provide compelling indication that social identity is an important determinant of behavior within work organizations and provide strong support for the application of the group engagement model in organizational settings.
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(2009): Differential roles of fairness- and compassion-based motivations for cooperation, defection, and punishment. In: Annals of the New York Academy of Sciences 1167, S. 41-50. DOI: 10.1111/j.1749-6632.2009.04733.x
DOI: http://www.nyas.org/annals/index.asp Abstract: The present paper briefly describes and contrasts two different motivations crucially involved in decision making and cooperation, namely fairness-based and compassion-based motivation. Whereas both can lead to cooperation in comparable social situations, we suggest that they are driven by fundamentally different mechanisms and, overall, predict different behavioral outcomes. First, we provide a brief definition of each and discuss the relevant behavioral and neuroscientific literature with regards to cooperation in the context of economic games. We suggest that, whereas both fairness- and compassion-based motivation can support cooperation, fairness-based motivation leads to punishment in cases of norm violation, while compassion-based motivation can, in cases of defection, counteract a desire for revenge and buffer the decline into iterative noncooperation. However, those with compassion-based motivation alone may get exploited. Finally, we argue that the affective states underlying fairness-based and compassion-based motivation are fundamentally different, the former driven by anger or fear of being punished and the latter by a wish for the other person's well-being.
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(2009): Angry, guilty, and conflicted: Injustice toward coworkers heightens emotional labor through cognitive and emotional mechanisms. In: Journal of Applied Psychology 94 (2), S. 429-444. DOI: 10.1037/a0013804
DOI: https://doi.org/10.1037/a0013804 Abstract: This study drew on fairness theory and affective events theory to explain why individuals' emotional labor is impacted by injustice extended toward coworkers by their customers. Pairs of participants worked side by side as customer-service representatives for a simulated organization. They interacted with fair/unfair customers as well as observed face-to-face service encounters between their coworker and fair/unfair customers. Results indicated that participants' emotional labor increased both as a result of unfairness directed toward themselves as well as toward their coworkers. These effects were mediated by both discrete emotions and fairness-related counterfactual thinking and were significant even when the participants themselves had been treated fairly.
2003
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(2003): Monkeys reject unequal pay. In: Nature 425 (6955), S. 297-299. DOI: 10.1038/nature01963
DOI: https://doi.org/10.1038/nature01963 Abstract: During the evolution of cooperation it may have become critical for individuals to compare their own efforts and pay-offs with those of others. Negative reactions may occur when expectations are violated. One theory proposes that aversion to inequity can explain human cooperation within the bounds of the rational choice model, and may in fact be more inclusive than previous explanations. Although there exists substantial cultural variation in its particulars, this 'sense of fairness' is probably a human universal that has been shown to prevail in a wide variety of circumstances. However, we are not the only cooperative animals, hence inequity aversion may not be uniquely human. Many highly cooperative nonhuman species seem guided by a set of expectations about the outcome of cooperation and the division of resources. Here we demonstrate that a nonhuman primate, the brown capuchin monkey (Cebus apella), responds negatively to unequal reward distribution in exchanges with a human experimenter. Monkeys refused to participate if they witnessed a conspecific obtain a more attractive reward for equal effort, an effect amplified if the partner received such a reward without any effort at all. These reactions support an early evolutionary origin of inequity aversion.
Keywords: Aging, Animals, Cebus/psychology, Choice Behavior, Cooperative Behavior, Female, Male, Reward, Social Justice -
(2003): The group engagement model: Procedural justice, social identity, and cooperative behavior. In: Personality and Social Psychology Review 7 (4), S. 349-361. DOI: 10.1207/S15327957PSPR0704_07
DOI: https://doi.org/10.1207/S15327957PSPR0704_07 Abstract: The group engagement model expands the insights of the group-value model of procedural justice and the relational model of authority into an explanation for why procedural justice shapes cooperation in groups, organizations, and societies. It hypothesizes that procedures are important because they shape people's social identity within groups, and social identity in turn influences attitudes, values, and behaviors. The model further hypothesizes that resource judgments exercise their influence indirectly by shaping social identity. This social identity mediation hypothesis explains why people focus on procedural justice, and in particular on procedural elements related to the quality of their interpersonal treatment, because those elements carry the most social identity-relevant information. In this article, we review several key insights of the group engagement model, relate these insights to important trends in psychological research on justice, and discuss implications of the model for the future of procedural justice research.
2001
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(2001): On the dimensionality of organizational justice: A construct validation of a measure. In: Journal of Applied Psychology 86 (3), S. 386-400. DOI: 10.1037/0021-9010.86.3.386
DOI: http://www.ncbi.nlm.nih.gov/pubmed/11419799 Abstract: This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
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(2001): Disrespect and the experience of injustice. In: Annual review of psychology 52, S. 527-553. DOI: 10.1146/annurev.psych.52.1.527
DOI: https://doi.org/10.1146/annurev.psych.52.1.527 Abstract: This review analyzes research and theory pertaining to the psychology of injustice, using as its organizing theme the role that the perception of disrespect plays in the experience of injustice. The analysis focuses primarily on the links between disrespect and anger, disrespect and injustice, and anger and injustice. Determinants of the intensity of people's reactions to injustices are also reviewed. In addition, the review examines the goals of retaliation as well as the forms that retaliation can take. Parallels between justice reactions to those acts of disrespect directed toward the self and those directed toward others are noted. Finally, the review discusses the implications of justice research for understanding the specific and general entitlements that people believe are their due.
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