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Most of the past studies related to organisational justice focussed on different types of justice, such as procedural justice, distributive justice and interactional justice either separately or collectively. Still, further investigation on the overall concept of fairness is required to extend theoretical generalisability. Moreover, researchers argued that overall fairness rather than a specific type represents more concrete situation about employees’ perception of fairness within an organisation. Considering this, the purpose of this paper is to examine the mediating effect of overall fairness perception (OFP) in relation to workplace outcome as well as its predictive ability on employees’ attitude and behaviour in term of psychological ownership and citizenship behaviour.

A total of 250 questionnaires were distributed among the employees of financial institutions in Malaysia, which yielded 150 completed usable responses. Smart PLS (version 3) software and SPSS were utilised in order to analyse the data.

The results revealed that overall fairness plays a crucial role as a mediator as well as a predictor. Limitations and future research directions are also discussed.

This study provides useful insights for the mangers of financial institutions. It also suggests strategies about how to manage justice and workplace outcomes at workplace.

This paper is among the pioneers to address the mediating role of OFP in relations to workplace attitude and behaviour in non-western context.

This paper aims to link conceptually the concepts of price fairness and customer satisfaction and empirically demonstrate the influence of perceived price fairness on satisfaction judgments. Further, it seeks to examine specific factors that influence fairness perceptions including price perception and consumer vulnerability.

The study is conducted in the context of automobile purchases in major German car dealerships. Based on a theoretical conceptualization of the constructs and an empirical pretest, 246 car buyers were surveyed and their fairness perceptions and satisfaction judgments with the car buying process measured.

The research shows that price perceptions directly influence satisfaction judgments as well as indirectly through perceptions of price fairness. Results also indicated that consumers' vulnerability, which is induced by a perceived demand‐supply relationship and the urgency of need from the consumers' side, had a negative effect on perceived price offer fairness.

The research demonstrated the influence of perceived price fairness on satisfaction judgments empirically. The study was conducted in the context of car purchases and the generalizability of the model should be further tested.

The effect of consumer vulnerability implies that sellers should not only avoid exploiting their customers but should also anticipate consumers' potential feelings of being exploited. Being sensitive to the buyers’ psychological state and assuring buyers of fair treatment will enhance perceptions of price fairness without changing the price offer.

Both the direct and indirect effects of price perception on satisfaction judgment were examined in the paper. Specifically, the influences of consumer vulnerability and price procedure fairness on satisfaction judgments are new and contribute to the dual‐entitlement principle and our existing knowledge in price fairness.

The purpose of this study is to assess the pathway through which authentic leadership influences organizational citizenship behavior (OCB). The authors examine how the perception of overall fairness and a sense of belongingness mediate the relationship between authentic leadership and OCB.

The authors distributed survey questionnaires to full-time employees working for an insurance company. Data were collected in two phases. To test the hypotheses, the authors conducted hierarchical multiple regression analysis using the PROCESS macro by Hayes (2012).

PROCESS analysis reveals that overall fairness mediates the relationship between authentic leadership and subordinates' sense of belongingness, which is then positively related to OCB. Taken together, these findings are largely in line with the authors’ theoretical model.

Empirical research has yet to explore how authentic leaders create the perception of fairness, which influences subordinates' OCB. Thus, this study extends the authors’ knowledge on the extant literature of organizational behavior by integrating two important domains—authentic leadership and organizational fairness—to propose that authentic leadership is a fair leadership that aids in promoting OCB. Also, studies on authentic leadership processes have examined basic models and neglected the possibility of sequential mediation. To better understand the complex relationship of authentic leadership and OCB, the authors examine overall fairness and belongingness as sequential mediators.

There has been limited research into financial services customers’ perceptions of how fairly they are treated by financial services providers. Fairness as a concept has its theoretical roots in the theory of justice and equity and has been conceptualised as being made up of two distinct elements, procedural fairness and distributive fairness. Some scholars have further distinguished between procedural fairness and interactional fairness, and hence this research aims to measure all three of these fairness constructs and employ them in the analysis of the results.

The Financial Services Research Forum (FSRF) in the United Kingdom (UK) has used constructs derived from theory to devise a benchmark measure: the Fairness Index. The index can be used to analyse trends through time and differences between sectors in the financial services industry. The FSRF has now collected seven waves of data investigating trends in consumers’ perceptions of fairness in financial services. The Fairness Index approach was replicated in Australia in early 2012 and responses were sought from 750 Australian consumers, with 250 respondents per sector, answering questions about their main bank, their credit card provider and their financial advisor.

Australian financial advisors were found to have higher Fairness Index scores than banks and credit card providers across all the dimensions of fairness. Surprisingly, for banks, there was a pronounced negative relationship between customers’ fairness perceptions and length of relationship with the bank. In terms of what drives customers’ overall perceptions of fairness, it appears that distributive fairness is by far the dominant influence for all three types of providers investigated. Finally, comparisons are offered between the Fairness Index scores for both Australia and the UK, in the same time period.

There has been limited research into financial services customers’ perceptions of how fairly they are treated by financial services providers. This study measures three fairness constructs – procedural fairness, distributive fairness and interactional fairness – and employs them in the analysis of the results. A benchmark measure, the Fairness Index, has been devised and used to investigate trends in consumers’ perceptions of fairness in financial services in the United Kingdom and Australia.

The purpose of this paper is to examine a varied set of personal characteristics (i.e. cultural values tied to Confucianism, Big Five personality attributes and test experience) for their combined ability to predict job applicants’ expected and experienced procedural fairness in the context of personnel selection.

A total of 324 applicants were surveyed as part of a process to select entry-level positions at a large IT manufacturing company in eastern China. Data were gathered in two waves, such that applicants’ personal characteristics and fairness expectations were obtained prior to their perceptions of procedural fairness, which were collected after the selection interview.

Confucian values, neuroticism, conscientiousness and test experience all predicted applicants’ procedural fairness expectations. Only test experience had both direct and indirect effects on procedural justice perceptions. All other effects involving personal characteristics and experience of procedural fairness were mediated by applicants’ fairness expectations.

The demonstration of the impact of a varied set of personal characteristics on applicants’ perceptions of procedural fairness is consistent with theory-driven models intended to understand and predict these perceptions. The findings suggest, among other considerations, that multinational businesses cannot assume that a standardized approach to selection will be viewed in the same manner by applicants across national contexts.

The authors show, in an operational employee selection context, how a varied set of personal characteristics can usefully combine to predict applicants’ procedural fairness expectations, as well as their experience of procedural fairness.

Restaurants typically have small profit margins and with the pressure of increasing food and labor costs, management is looking to revenue as a way to maintain and drive profits. One technique to increase revenue is through revenue management practices, but management needs to be aware of their customers’ reactions to these practices prior to implementation. The paper aims to discuss this issue.

This study utilizes linear regression to determine the impact of select restaurant revenue management practices, customers’ familiarity with revenue management in general and in restaurants specifically, and customers’ demographics on perceived fairness of revenue management practices in casual and fine-dining restaurants.

Results indicate that customers find certain restaurant revenue management practices, such as charging premium prices on certain days of the week, fair in both casual and fine-dining restaurants, while others are not in either. Non-refundable reservation fees were found to be fair for fine-dining establishments only. Increased familiarity with restaurant revenue management was associated with higher perceptions of fairness for both casual and fine dining. Age was the only demographic studied that affected perceived fairness.

This study is the only known study to simultaneously evaluate the impact of price and duration restaurant revenue management techniques in combination with customer demographics and revenue management familiarity on consumer perceptions of fairness.

The purpose of this paper is to extend the well-established nomological network of service quality-relationship quality-customer loyalty by introducing service fairness – a distinct service evaluation concept. Specifically, the study aims to investigate the impact of service fairness on relationship quality as a complementary to service quality driver, and the direct and indirect effect of service fairness on customer loyalty in the presence of service quality and relationship quality in a no failure/recovery effort service context.

A telephone survey of a random sample of 408 customers of auto repair and maintenance services was implemented using a structured questionnaire with established scales. Data were analyzed with partial least squares path methodology, a structural equation modeling methodology.

Interactional fairness is the most important formative determinant of customers’ overall fairness perception, followed by procedural and distributive fairness. Relationship quality measured as a higher order construct, made of satisfaction; trust; affective and calculative commitment, is the main determinant of customer loyalty. Also, it partially mediates, along with service quality, the relationship between service fairness and customer loyalty and fully mediates the effect of service quality on customer loyalty. Finally, service fairness has the highest overall effect on customer loyalty.

The sample is industry-specific and this may affect generalizability of findings. Also, the cross-sectional design adopted does not reflect temporal changes.

Interactional fairness is of utmost importance to customers of the investigated industry. So, customers should be fairly treated at every point of contact. Also, service quality is heavily affected by service fairness. Thus, fair service leads to high-perceived service quality. Third, service quality affects customer loyalty only through relationship quality. Only when service quality is coupled by long-term quality relationships, signs of customer loyalty appear. Finally, service fairness influences customer loyalty mainly through service and relationship quality and has the highest overall effect on customer loyalty. So, fairly treating customers is crucial for developing long-term relationships that lead to customer loyalty.

The role of service fairness in the service quality-relationship quality-customer loyalty chain is investigated and using a higher order construct for relationship quality.

This chapter delineates the antecedents of tourists’ perceptions of the extent to which they perceive the prices they pay as being fair. The study also tests the relative importance of overall price fairness perception, which is measured as the relative gap between the expected price and the perceived price. A model and hypothesis was developed and tested, with reference to existing theories. Data was collected from nine nature- and activity-based firms in Northern Norway. A regression analysis was performed, in order to test the relative effects and strengths of the antecedents of tourist perception of price fairness. The results revealed that both information and monetary antecedents affect perceptions of price fairness. In particular, monetary-related antecedents such as household income, payment in advance, and value for money affected perception of whether prices were fair. Interestingly, information-related antecedents such as previous experience affected negative perceptions of price fairness. The results are discussed in terms of their implications for the tourist industry.

The use of game-based assessments (GBAs) is growing in selection contexts, yet test-takers have varying reactions to such assessments, which have important implications for applicant behavior. This paper reviews the literature on applicant reactions and explores classic assessment models in the context of GBAs, identifying best practice recommendations and pitfalls for enhancing the candidate experience.

A sample of 374 participants from MTurk completed cognitive GBAs and questionnaires regarding test-taker reactions (job-relatedness, perceived opportunity to perform, provision of selection information, face validity, task engagement, task motivation and willingness to refer others to the company), technology self-efficacy, and game/technology experience.

Fairness mediated the relationship between procedural justice rules and willingness to recommend the company to others. Technology self-efficacy was significantly related to fairness perceptions and procedural justice perceptions. Males had significantly higher procedural justice perceptions of GBAs than females.

The study underscores the importance of considering fairness perceptions and individual differences in reactions to GBAs. Future research should study participants within high-stakes hiring situations and examine other individual difference factors such as ethnicity.

GBAs are a viable assessment method for personnel selection, yet organizations must recognize that individuals are more likely to respond positively to GBAs if they perceive such assessments as fair and job-related, and perceive themselves as capable of performing well on the assessment.

This study tests a classic model of procedural fairness in a novel and timely assessment context.

Using the framework of fairness heuristic theory and social exchange theory, the purpose of this paper is to explore the mediating role of perceived overall justice in the relationship between qualitative job insecurity and attitudinal outcomes. In line with both theories, job insecurity is hypothesized to negatively relate to perceived overall organization-focused justice that subsequently relates to employees’ attitudes toward the organization.

A total of 291 white-collar employees were surveyed. Structural equation modeling was used to analyze the data.

Overall justice was found to mediate the association between qualitative job insecurity and affective commitment, turnover intention and satisfaction with the organization.

The study is the first study to highlight the explanatory role of overall organization-focused justice (in contrast to the justice types) in the qualitative job insecurity–outcomes relationship.