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Academic literature on the topic 'Perceives fairness'

Author: Grafiati

Published: 10 September 2021

Last updated: 18 February 2022

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Journal articles on the topic "Perceives fairness"

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Lim, Chae Un, Alan J. Dubinsky, and Michael Levy. "A Psychometric Assessment of a Scale to Measure Organizational Fairness." Psychological Reports 63, no. 1 (August 1988): 211–24. http://dx.doi.org/10.2466/pr0.1988.63.1.211.

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Equity theory posits that an individual perceives equity or inequity in a work situation on the basis of organizational fairness. The concept of organizational fairness is a multidimensional construct that has evolved from research directed at developing measures and identifying dimensions of perceived equity. This paper presents the results of an empirical assessment of the psychometric properties of a scale designed to measure organizational fairness.

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Trujillo, Antonio J., Taruja Karmarkar, Caleb Alexander, William Padula, Jeremy Greene, and Gerard Anderson. "Fairness in drug prices: do economists think differently from the public?" Health Economics, Policy and Law 15, no. 1 (December 4, 2018): 18–29. http://dx.doi.org/10.1017/s1744133118000427.

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AbstractUsing dual-entitlement theory as the guide, we conducted a survey of economists from the National Bureau of Economic Research asking them a series of questions about the fairness of drug prices in the United States. Public opinion surveys have repeatedly shown that the public perceives drug prices to be unfair, but economists trained in laws of supply and demand may have different perceptions. Three hundred and ten senior economists responded to our survey. Forty-five percent agreed that drug prices were unfair when people, specifically low-income individuals, could not afford their prescription medications. Sixty-five percent oppose a dollar threshold, or upper limit, on drug prices. The economists recommend the most promising policy change would be to provide the government additional negotiating power and price controls would moderately impact investment in pharmaceutical research and development.

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SANCHEZ, LAURA, and EMILY W. KANE. "Women's and Men's Constructions of Perceptions of Housework Fairness." Journal of Family Issues 17, no. 3 (May 1996): 358–87. http://dx.doi.org/10.1177/019251396017003004.

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Much work on the perceived fairness of the division of housework focuses on what we consider pragmatic approaches (i.e., resources, time availability, and power), but nascent research articulates a more symbolic approach, examining relational meanings of house-work. We examine both perspectives simultaneously. Using the National Survey of Families and Households, we investigate how perceptions of housework fairness for men and women in heterosexual couples are affected by gender, time availability and the division of labor, individual resources and interdependence within the couple, gender and family attitudes, perceptions of the qualities of household labor, and partners' social interactions. Three critical findings suggest revisions for fairness perception studies. First, perceived housework qualities are as important for predicting fairness perceptions as any other factors. Second, perceived housework qualities are a stronger determinant of women's fairness perceptions than men's fairness perceptions. Third, social emotional independence within the couple also predicts perceived unfairness, but only for women. Women who perceive themselves as less dependent on their relationship are more likely to view the division of labor as unfair.

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Hamid, Wahyuniati, and Siti Aisjah. "The Role of Consistence and Perceived Relevance for Sustainability of Sharia Banking." International Journal of Finance & Banking Studies (2147-4486) 10, no. 2 (June 29, 2021): 89–95. http://dx.doi.org/10.20525/ijfbs.v10i2.1257.

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The growth of sharia banking in Indonesia is though significant not as high as expected. The present study identifies two issues, among others, that have hampered this growth. They include consistence and perceived relevance. The study intends to find out their moderating roles on effects of fairness value and halal values on perceived competitive advantage of sharia banking. The novelties of the study lies on its enrichment of perceive value theory by bring up fairness value and halal value, and the insertion of consistence and perceived relevance constructs which could be typical issues of Indonesian consumers. Respondents are regular consumers of sharia banks in Makassar city. It applies PLS for data analysis. The results should be that fairness value and halal value have significant effects on perceived competitive advantage. Consumers who sense the existence of consistence and perceived relevance find their moderating roles on the effects fairness value and halal value on perceived competitive advantage.

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Choi, Choongbeom, and Miyoung Jeong. "The Impact of Service Firm’s Environmentally Friendly Reputation in the Context of Revenue Management." International Journal of Environmental Research and Public Health 17, no. 17 (August 28, 2020): 6264. http://dx.doi.org/10.3390/ijerph17176264.

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In revenue management practice, customers’ perceived fairness is a critical issue. Prior research examined the effect of revenue management on customers’ perceptions of fairness by implementing two different conditions: fencing and framing. In this study, the authors evaluated the role of a service firm’s environmentally friendly reputation under the conditions of fencing and framing. Results indicated that an environmentally friendly reputation only moderated the effect of framing on perceived fairness. In particular, when the firm had a poor reputation, framing as a discount rather than framing as a surcharge increased customers’ fairness perceptions. When the firm had a good reputation, however, customers’ perception of fairness did not differ across two framing conditions. The findings of this study help firms to understand how customers perceive fairness in revenue management practice.

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Rifqi, Viola Amdya, and Hermin Endratno. "PENGARUH PERCEIVED QUALITY, PERCEIVED SACRIFICE, PERCEIVED VALUE, DAN PRICE FAIRNESS TERHADAP CUSTOMER SATISFACTION TAMAN SARI RASA WATERPARK CILACAP." Media Ekonomi 15, no. 2 (July 1, 2015): 89. http://dx.doi.org/10.30595/medek.v15i2.1292.

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Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh perceived quality, perceived sacrifice, perceived value, dan price fairness terhadap customer satisfaction Taman Sari Rasa Waterpark Cilacap. Dimana variabel independen dalam penelitian ini adalah perceived quality, perceived sacrifice, perceived value, dan price fairness, sedangkan variabel dependen dalam penelitian ini adalah customer satisfaction.Analisis yang digunakan dalam penelitian ini menggunakan uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi berganda, dan uji hipotesis yang terdiri dari uji t, uji F, dan uji koefisien determinasi (R2). Hasil pengujian secara parsial disimpulkan bahwa variabel perceived quality dan price fairness berpengaruh positif dan signifikan, sedangkan variabel perceived sacrifice berpengaruh negatif namun tidak signifikan dan variabel perceived value berpengaruh positif namun tidak signifikan. Hasil pengujian secara simultan disimpulkan bahwa variabel perceived quality, perceived sacrifice, perceived value, dan price fairness secara simultan berpengaruh terhadap customer satisfaction. Kata kunci : Perceived Quality, Perceived Sacrifice, Perceived Value, Price Fairness,Customer Satisfaction.

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Musimenta, Doreen, Stephen Korutaro Nkundabanyanga, Moses Muhwezi, Brenda Akankunda, and Irene Nalukenge. "Tax compliance of small and medium enterprises: a developing country perspective." Journal of Financial Regulation and Compliance 25, no. 2 (May 8, 2017): 149–75. http://dx.doi.org/10.1108/jfrc-08-2016-0065.

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Purpose The purpose of this paper is to establish the relationship between tax fairness, isomorphic forces, strategic responses and tax compliance in Ugandan small and medium enterprises (SMEs). Design/methodology/approach This is a correlational and cross-sectional study using two respondent types, the demand (represented by the tax collecting body respondents) and supply (represented by SME respondents) sides of tax compliance, to examine perceived tax compliance in Uganda’s SMEs. Findings Tax fairness, isomorphic forces and strategic responses have a predictive force on tax compliance. Significant mediation effects of tax fairness and also strategic responses are found. The two respondent types perceive the study variables differently – providing an understanding of why the tax compliance puzzle has remained a burgeoning concern. For example, the tax-collecting body respondents perceived more tax fairness than SME respondents, suggesting that perceived tax fairness depends on whose “lenses” you look through. Research limitations/implications Rather than focussing only on the importance of the rational analytical deliberation of tax fairness by taxpayers in influencing their tax compliance, the current paper shows that in addition, isomorphic forces and strategic responses establish the basis for understanding taxpayers’ compliance. Originality/value The methodology that enlists two respondent types, i.e. the supply side of tax compliance and the demand side of tax compliance, probably offers a unique way of deriving better results than previous studies.

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Landis, Jean M., and Lynne Goodstein. "When Is Justice Fair? An Integrated Approach to the Outcome Versus Procedure Debate." American Bar Foundation Research Journal 11, no. 4 (1986): 675–707. http://dx.doi.org/10.1111/j.1747-4469.1986.tb00262.x.

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Defendants’ perceptions of the fairness of their criminal processing outcomes have been the stated concern of some criminal justice reformers. Past research has suggested that these perceptions are influenced by characteristics of the outcome received as well as by characteristics of the process through which the outcome is imposed. This analysis tests a theoretical path model of perceived outcome fairness, which examines the relative influence of both outcome and process characteristics, using survey data collected from 619 prison inmates incarcerated in Minnesota and Illinois. The results indicate that factors related to both outcome and process significantly influence sample inmates’ perceptions of their criminal justice processing outcomes and together explain a substantial portion of the total variance. However, two process-related characteristics are found to be the most powerful predictors of perceived outcome fairness. Inmates’ perceptions that they are fairly treated by their lawyer, judge, and prosecutor are the strongest correlates of perceived outcome fairness, followed by the mode of disposition through which their outcomes are imposed; inmates who plea bargain are more likely than those who go to trial to perceive their outcome as fair.

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Carcirieri, Ava T., Ruth E. Fleury-Steiner, and Susan L. Miller. "Hate the Players, or the Game? The Role of Court Mediators and Hearing Officers in the Civil Protection Order Process." Violence and Victims 34, no. 4 (August 1, 2019): 592–612. http://dx.doi.org/10.1891/0886-6708.vv-d-18-00011.

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Civil Protection Orders (CPOs) are among the most common legal tools that victims of intimate partner violence and abuse (IPV/A) use to protect themselves. The current study adds to the CPO research by using quantitative data to look at how female survivors' experiences with court personnel (attorneys, mediators, and hearing officers) shape their satisfaction with the court process, and what types of individual and court-related factors are related to perceived fairness of court personnel. The current study uses in-depth quantitative data collected from women over the age of 18 who sought a CPO due to violence from a male current or former partner. The findings indicate that women's satisfaction with the court process is significantly impacted by the perceived fairness of court personnel. In turn, specific behaviors by court personnel predict women's ratings of fairness of those personnel. Additionally, women's socioeconomic status impacts how fair they perceive the hearing officers to be. Court personnel play an integral role in helping victims navigate the legal system in ways that could protect their safety and influence how they perceive the CPO system as it relates to the abuse they have experienced.

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Kimes, S. "Perceived fairness of yield management." Cornell Hotel and Restaurant Administration Quarterly 35, no. 1 (February 1994): 22–29. http://dx.doi.org/10.1016/0010-8804(94)90060-4.

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Dissertations / Theses on the topic "Perceives fairness"

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Coleby, Grant Christopher Paul. "The effects of computer-mediated communication and culture on personnel selection and recruitment." Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247974.

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Averhart, Veronica Wenette. "Workplace accommodations : potential moderators of perceived fairness." FIU Digital Commons, 2008. http://digitalcommons.fiu.edu/etd/1341.

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This study examined variables that may influence coworkers' acceptance of accommodations made for employees with disabilities. Agreeableness, conscientiousness, emotional stability, self-esteem, and emotional intelligence were predicted to affect the relationship between procedural justice and fairness perceptions of accommodations made for disabled workers. Approximately 400 university students read one of four accommodation scenarios and provided fairness ratings in order to test eight hypotheses. Results provided evidence that the presence of procedural justice had a direct influence on participants' fairness perceptions of implemented accommodations. Participants' individual characteristics were also directly related to fairness perceptions. Additionally, conscientiousness was found to moderate the relationship between the presence of procedural justice and fairness perceptions. Findings from this study suggest that organizations should use clear and consistent guidelines and procedures to determine and implement accommodations. Additionally, findings reinforce the importance of keeping individuals informed of the ways in which decisions are made within an organization.

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Smith, Scott J. "The Relationship Between Perceived Personal Fairness, Social Fairness, Hotel Cancellation Policies and Consumer Patronage." Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5510.

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The objective of the study was to examine the relationships between the concepts of personal fairness and social fairness and hotel cancellation policies. These relationships will be explored using the framework of Prospect Theory in terms of consumer patronage (willingness-to-purchase and word-of-mouth). This study includes a brief history of the development of the lodging industry in the United States from inns and taverns to the modern hotel industry that is a critical sector of the hospitality and tourism economy. Current statistics are provided regarding the U.S. and Central Florida hotel industry in order to provide both a national and local economic perspective. The study also provides relevant statistics regarding U.S. domestic traveller information. The included literature review consists of concepts of mental accounting theory, economic utility theory, prospect theory, personal fairness, social fairness, and consumer patronage. The study also discusses how the lodging industry is unique in its implementation of reservation cancellation policies when compared against other industries. Research regarding merchandise return policies is also discussed here. The study was designed to investigate three separate components of both personal and social fairness. The first component investigated the effects of hotel rate price increases and discounts on personal fairness when compared against an existing reference price. The second component studied the perceptions of social fairness on three established hotel cancellation policies. The third component introduces a treatment of distributive and procedural fairness violations as a moderator to observe the effects on consumer patronage for the same three hotel cancellation policies. The data were collected from 415 hotel guests staying in Central Florida hotels near the Orlando international airport using an experimental method which provided different written scenarios regarding hotel pricing and three different hotel cancellation policies. The data was then analyzed using Analysis of Variance (ANOVA) and Tukey's Post Hoc test to provide results that allowed the comparison of effects on each in terms of consumer patronage. The study results indicated that that price increases against established reference prices had a significant negative effect on consumer patronage whereas discounts of the same magnitude had a significant effect only in the middle range. Included smaller and large discounts did not have a significant effect on consumer patronage outside of the middle range. The study results also indicated that there was significant difference in consumer patronage between an Open cancellation policy and a 48 Hour Cancellation Policy. There is a significant difference in consumer patronage when a No Refund policy is compared against both the Open Cancellation Policy and the 48 Hour Cancellation Policy. The study results also show that a violation of either Distributive Fairness or Procedural Fairness has a significant negative effect on consumer patronage for both an Open Cancellation policy and 48 Hour Cancellation Policy. However, when Distributive Fairness or Procedural Fairness violations are introduced as a moderator, there is no significant effect on a No Refund Cancellation Policy. The study and its ensuing results are of importance to the academic community in that it provides additional scholarly support to both Prospect Theory and the theory of mental accounting and the roles that each plays in consumer behavior. From an industry practitioner perspective, the current results provide insight into hotel consumer's attitudes regarding rate increases/ discounts and the implementation of the three different hotel cancelation policies. The results can be utilized to provide justification and guidance in altering or establishing hotel cancellation policies that hotel consumers consider to be fair.
ID: 031001325; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Adviser: H. G. Parsa.; Title from PDF title page (viewed April 3, 2013).; Thesis (Ph.D.)--University of Central Florida, 2012.; Includes bibliographical references (p. 200-208).
Ph.D.
Doctorate
Education and Human Performance
Education; Hospitality Education

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Richardson, Kimberly J. "Perceived Fairness and Effectiveness of Rangeland Collaborative Processes." DigitalCommons@USU, 1998. https://digitalcommons.usu.edu/etd/6577.

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Involvement in collaborative partnerships in natural resource management has become a popular method for natural resource management agencies to collect public input, cope with conflicts, and develop ecosystem management plans. This thesis evaluates various collaborative processes, emphasizing multiple-owner partnerships. Qualitative interviews of 46 landowners in Utah were conducted to reveal concerns and suggestions regarding multiple-owner landscape-level collaborative partnerships. Landowners were concerned about private property rights infringement and losing control of their private land. Landowners were primarily concerned about the fairness and effectiveness of any partnership in which they were involved. However, they were willing to consider participating if certain procedural and group composition elements were met: realistic goals; compromise or consensus-based decision-making; time efficiency; participant commitment, especially by public land management officials; more weight given to local concerns than non-local concerns; participant knowledge of local ecosystems; and respect among participants. A follow-up study with participants of eight collaborative partnerships in four western states examined the importance of the procedural and group composition elements identified from the landowner interviews, plus one from a literature review, i.e., that participants feel that they have some control and/or a voice in the process. Analysis revealed that all but one of these elements - more weight given to local concerns - were associated with participants' perceptions that their partnership was fair and effective. These elements can be used as guidelines for emerging collaborative partnerships. Participants were overwhelmingly positive in their evaluations of their partnerships, suggesting that there are real benefits of using collaborative processes.

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Marzuki, Najib Ahmad. "Perceived interviewer characteristics, personality, justice and suitability in selection interview." Thesis, University of Nottingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285595.

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Zahner, Greg J. "Mood and Perceived Fairness: The Context Dependency of Empathy." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/318.

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The three components model of empathy proposed by Decety and Jackson (2004) is currently the dominant model of empathy. The three components include: 1) the affective component (Simulation Theory), 2) emotional perspective taking, and 3) emotion regulation (self/other distinction). The purpose of the current study was to examine whether empathic perspective taking is dependent on context and to provide a behavioral basis for a follow-up fMRI study. More specifically, we wanted to know how body contexts (e.g. mood) and situational contexts (e.g. perceived fairness of a partner) affect emotional perspective taking. To examine the interaction between mood and perceived fairness of a partner, a 2 (mood group: neutral vs. negative) × 2 (fairness condition: unfair partner vs. fair partner) between-groups experimental design was employed. Mood induction videos were employed for the mood manipulation and participants played either a fair or unfair preprogrammed partner in a modified ultimatum game. After both manipulations, three measures were used to assess perspective taking and several post-game behavioral measures were also employed. Results were obtained from 73 participants (age: 18-22; female = 46, ~18 in each condition). The results demonstrated that participants in the negative mood had more difficulty empathizing with unfair partners and had a greater desire for revenge against them than participants in a neutral mood in the same unfair situations. Therefore, human empathy is not constant, but varies depending on a variety of contexts. We can now use this paradigm for a future fMRI study to investigate the neural substrates underlying this context dependency with a particular emphasis on the frontopolar cortex and the nucleus accumbens.

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Kawamura, Sayaka. "THE INFLUENCE OF MATTERING ON WOMEN’S PERCEIVED FAIRNESS OF THE DIVISION OF HOUSEHOLD LABOR." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1155843218.

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Wheeler, Pamela N. "An Examination of the Perceived Fairness of Pregnancy Leave Practices." TopSCHOLAR®, 2015. http://digitalcommons.wku.edu/theses/1534.

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As the number of women entering postsecondary education continues to increase (U.S. Bureau of Labor Statistics, 2014), universities will be tasked with ensuring that their pregnancy leave policies and practices are aligned with the principles of organizational justice. When organizations are aware of the perceptions of both decision makers and those affect by decisions, they are able to alter policies and practices in a way that promotes perceptions of fairness. The present study examines department head and faculty member perceptions of pregnancy leave practices in a university setting. This study is a replication/follow-up of two studies conducted in 2005 and 1995 on perceptions of pregnancy leave practices within a university setting. The results indicate that department heads and faculty members similarly perceive the fairness of options to cover a pregnant faculty member’s responsibilities. Department heads and faculty also rated their willingness to use an option similarly. Additionally, department heads are more willing to use options that they perceived as fair and are less likely to use options they perceived as unfair. The findings of this study indicate that it is important for those affected by decisions such as pregnancy leave practices to experience voice in the decision-making process. The results of this study should be useful to universities and department heads when determining how to cover the responsibilities of a faculty member on pregnancy leave.

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Carter, Michael Edward. "Seniority and Transparency in the Perceived Fairness of Seniority-Based Police Promotion." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4604.

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Perception of fairness is a key construct affecting job performance, and perceptions of promotional processes are related to employees' sense of justice in private organizations. In police departments, negative perceptions of procedures can be detrimental to departmental effectiveness. The purpose of this quantitative quasiexperimental study was to compare Louisiana officers' perceptions of fairness of a seniority-based promotion system in relation to Louisiana deputies' perceptions of fairness of a merit-based promotion system. Organizational justice theory, including procedural justice, was the theoretical foundation. The research questions were designed to examine whether seniority, transparency, knowledge of the promotion systems, gender, and race predicted levels of perceived fairness. Data were analyzed using an independent samples t test, a MANOVA, and a multiple linear regression. Participants in the seniority-based system perceived it as being fairer than participants in the merit-based system viewed their merit-based system. There were significant differences in knowledge of promotion systems and perceived fairness for rank and system type, but not race and gender. Collectively, predictor variables correlated with perceived fairness. Type of promotion system was not significant when examined with other variables suggesting confounding of predictor variables. Human resources should make employees aware of promotion procedures. Hybrid systems might help address both employee fairness and the promotion of qualified individuals. Officers viewing promotion as fair could lead to positive social change by motivating officers and positively influencing how they serve the public.

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Brown, Monique. "Benevolent Sexism, Perceived Fairness, Decision-Making, and Marital Satisfaction: Covert Power Influences." Antioch University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1387296162.

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Books on the topic "Perceives fairness"

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John, Ashworth. Does the nature of the good affect notions of fairness?: Further results on the perceived fairness of the market. Durham: University of Durham, Department of Economics, 1996.

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Kinsey, Karyl A. Does policy matter?: Perceived fairness and the Tax Reform Act of 1986. Chicago: American Bar Foundation, 1991.

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Perceived Fairness of an Ethnic Validation Procedure. VDM Verlag Dr. Mueller e.K., 2007.

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Witt, L. Alan. Gender and the relationship between perceived fairness of pay or promotion and job satisfaction. 1992.

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Grasmick, Harold G., and Karyl A. Kinsey. Does Policy Matter? Perceived Fairness and the Tax Reform Act of 1986/ Abf Working Papers #9130. Amer Bar Foundation, 1992.

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Yeeles, Ksenija. Informal coercion: current evidence. Oxford University Press, 2016. http://dx.doi.org/10.1093/med/9780198788065.003.0006.

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This chapter considers non-legislative pressures in mental health community treatment, reviews the current body of evidence, and offers recommendations for future research. It attempts to clarify terminology on treatment pressures including different forms of ‘leverage’ such as housing, financial, criminal justice, childcare leverages, and perceived coercion. Based on a scoping review the chapter portrays current international evidence on prevalence, predictors, and outcomes of informal coercion (for example persuasion, interpersonal leverage, inducement, threats, and force) in both quantitative and qualitative studies with patients, with attention to the issues of the perception of fairness and the effectiveness of treatment, financial incentives to improve adherence, and sources of informal coercion. It also discusses common limitations and recommendations for future research.

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Frédéric Gilles, Sourgens, Duggal Kabir, and Laird Ian A. Part V Safeguarding the Process, 12 Evidence and Annulment. Oxford University Press, 2018. http://dx.doi.org/10.1093/law/9780198753506.003.0012.

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This chapter considers annulment in the context of the International Centre for Settlement of Investment Disputes (ICSID). Here, annulment controls the process of arbitral decision-making rather than its result. As a control mechanism, annulment is centrally concerned with the question whether a tribunal applied the principles of evidence codified in arbitral procedure or cast those same principles aside to make a decision on a completely different basis. Parties perceive the legitimacy of a process of dispute settlement in terms of the predictability with which decision-makers appraise their factual submissions. As such, principles of evidence are central to the mission of annulment to ‘maintain the vitality and integrity of a process of dispute resolution by providing the degree of supervision sufficient to correct violations of parties’ expectations in a way that sustains confidence in the efficiency and fairness of ICSID arbitration’.

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Greenawalt, Kent. Changing Conditions and Conflicts with Values. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190882860.003.0003.

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This chapter focuses on two kinds of situations that go beyond discerning original meaning. One is when significant circumstances have changed since a legal standard was formulated; the other concerns certain basic conflicts or tensions between articulated standards and basic values, such as fairness between contracting parties and, more generally, fundamental concepts of justice and social welfare. Although changes in ordinary conditions can make the application of a standard much less fair than it was when originally formulated, much more troublesome for some statutes and many constitutional provisions are basic changes in social values. These can be perceived in terms of general cultural norms or what judges understand as a correct evaluation. For example, at the time of the Bill of Rights, capital punishment was an authorized penalty for all sorts of crimes. It is now viewed as constitutionally foreclosed except for very serious crimes and for especially threatening offenses.

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Hafemeister, Thomas. Criminal Trials and Mental Disorders. NYU Press, 2019. http://dx.doi.org/10.18574/nyu/9781479804856.001.0001.

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The American criminal justice system is based on the bedrock principles of fairness and justice for all. In striving to ensure that all criminal defendants are treated equally under the law, it endeavors to handle like-cases in like-fashion, adhering to the proposition that the same rules and procedures should be employed regardless of a defendant’s wealth or poverty, social status, race, ethnicity, or gender. Yet, exceptions have been recognized when special circumstances are perceived to have driven a defendant’s behavior or are likely to skew the defendant’s trial. Examples include the right to act in self-defense and to be appointed an attorney if you cannot afford one. Another set of exceptions, but ones that are much more controversial, poorly articulated, and inconsistently applied, involves criminal defendants with a mental disorder. Some of these individuals are perceived to be less culpable, as well as less capable of exercising the rights all defendants retain within the justice system, more in need of mental health services than criminal prosecution, and warranting enhanced protections at trial. As a result, special rules and procedures have evolved over the centuries, often without fanfare and even today with little systematic examination, to be applied to cases involving defendants with a mental disorder. This book offers that systematic examination. It identifies the various stages of criminal justice proceedings when the mental status of a criminal defendant may be relevant, associated legal and policy issues, the history and evolution of these issues, how they are currently resolved, and how forensic mental health assessments are conducted and employed during criminal proceedings.

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Book chapters on the topic "Perceives fairness"

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Peiró, Jose María, Vicente Martínez-Tur, and Carolina Moliner. "Perceived Fairness." In Encyclopedia of Quality of Life and Well-Being Research, 4693–96. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_2125.

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Toorn, Jojanneke, John T. Jost, and Mihály Berkics. "Job Satisfaction and Perceived Fairness in Hungary and USA." In Encyclopedia of Quality of Life and Well-Being Research, 3454–58. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_4184.

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Can, S. Hakan. "Ethnicity and Other Demographics Associated with Perceived Police Fairness." In Policing and Minority Communities, 93–103. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-19182-5_6.

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Suwada, Katarzyna. "Domestic Work and Parenting." In Parenting and Work in Poland, 77–95. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-66303-2_5.

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AbstractThis chapter deals with the last type of work distinguished in the beginning of the book—domestic work. Domestic work is often perceived as the most undesirable type of work. I describe here different attitudes of men and women to domestic work. My analysis shows great gender inequalities. Men are still perceived as helpers of women, whereas women are overwhelmed with the obligation to manage everyday life of their families. I distinguish different strategies used by men to avoid domestic duties, as well as women’s attitudes to them. The chapter deals also with the concept of fairness. I show how parents define fairness and I argue that fairness does not have to mean equality in the division of domestic work. The chapter finishes with the strategies of reducing the number of hours devoted to domestic duties. It shows how that economic inequalities cannot be ignored when discussing this issue, as well as various situations of single and coupled parents.

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Shaw, Sayanti. "The Influence of Thinking Styles on Perceived Price Fairness: An Experimental Study." In Marketing and Smart Technologies, 219–28. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-15-1564-4_21.

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Malheiros, Miguel, Sören Preibusch, and M. Angela Sasse. "“Fairly Truthful”: The Impact of Perceived Effort, Fairness, Relevance, and Sensitivity on Personal Data Disclosure." In Trust and Trustworthy Computing, 250–66. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38908-5_19.

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Tortia, Ermanno. "Perceived Fairness and Worker Well-Being in Public, For-Profit and NonProfit Firms: Evidence from the Italian Social Service Sector." In Paid and Unpaid Labour in the Social Economy, 97–114. Heidelberg: Physica-Verlag HD, 2009. http://dx.doi.org/10.1007/978-3-7908-2137-6_7.

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Sharma, Dheeraj. "An Invesitation of the Efffects of Corporate Ethical Values on Employee Commitment and Performance: Examining the Moderating Role of Perceived Fairness." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science, 430. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18687-0_156.

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Tran, Ben. "Organizational Justice." In Advances in Educational Marketing, Administration, and Leadership, 1–33. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9850-5.ch001.

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Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.

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Tran, Ben. "Organizational Justice." In Business Education and Ethics, 981–1014. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3153-1.ch051.

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Wide range of human behaviors in the context of organizations can be explained by how the workplace perceives distributive, procedural, interactional, and relational fairness. That is why numerous researchers investigated the role of justice perceptions on job satisfaction, withdrawal behaviors, organizational citizenship behavior, organizational commitment, and productivity. However, there is a gap in the research arena regarding the role guanxi plays in organizational justice, especially in organizational injustice. Guanxi in organizational injustice, is a concept derived from the concept of network and the concept of nepotism. Network and nepotism (are more taboo and) are common topics of research in the arena organizational studies, whereas in the arena of education and higher education institutions, are still lacking. Guanxi is a form of social capital that aims to amass symbolic capital, and the more powerful one's symbolic capital, the more influential one's standing becomes.

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Conference papers on the topic "Perceives fairness"

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Saul, Andreas. "Wireless resource allocation with perceived quality fairness." In 2008 42nd Asilomar Conference on Signals, Systems and Computers. IEEE, 2008. http://dx.doi.org/10.1109/acssc.2008.5074683.

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Harrison, Galen, Julia Hanson, Christine Jacinto, Julio Ramirez, and Blase Ur. "An empirical study on the perceived fairness of realistic, imperfect machine learning models." In FAT* '20: Conference on Fairness, Accountability, and Transparency. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3351095.3372831.

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Wang, Ruotong, F. Maxwell Harper, and Haiyi Zhu. "Factors Influencing Perceived Fairness in Algorithmic Decision-Making." In CHI '20: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3313831.3376813.

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Wang, Qingjuan, and Yanbo Yao. "The Impact of Cultural Differences on Applicants' Perceived Fairness." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998042.

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De Landtsheer, Renaud, Gaëtan Delannay, and Christophe Ponsard. "Dealing with Perceived Fairness when Planning Doctor Shifts in Hospitals." In 7th International Conference on Operations Research and Enterprise Systems. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0006657403200326.

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Bartke-Minack, Kim, and Maria Dolores Perez Guirao. "On perceived throughput and delay fairness of a distributed reservation protocol." In 2011 IEEE Wireless Communications and Networking Conference (WCNC). IEEE, 2011. http://dx.doi.org/10.1109/wcnc.2011.5779134.

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Nees, Michael. "Driver Monitoring Systems: Perceived Fairness of Consequences when Distractions are Detected." In AutomotiveUI '21: 13th International Conference on Automotive User Interfaces and Interactive Vehicular Applications. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3473682.3480264.

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Zhu, Yu-Qian, and Houn-Gee Chen. "Fairness is in the Eye of the Beholder: How Personality Traits Affect Perceived Fairness and Satisfaction in Hotel Service." In 2011 International Joint Conference on Service Sciences (IJCSS). IEEE, 2011. http://dx.doi.org/10.1109/ijcss.2011.35.

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Lawkobkit, Montri, and Ravipa Larpsiri. "Perceived fairness on service recovery satisfaction and on positive behavioral intentions in cloud service." In 2015 IEEE/ACIS 16th International Conference on Software Engineering, Artificial Intelligence, Networking and Parallel/Distributed Computing (SNPD). IEEE, 2015. http://dx.doi.org/10.1109/snpd.2015.7176213.

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Waheed, Abdul, Miao Xiao-Ming, Naveed Ahmad, and Salma Waheed. "Impact of Work Engagement and Innovative Work Behavior on Organizational Performance; Moderating Role of Perceived Distributive Fairness." In 2017 International Conference on Management Science and Engineering (ICMSE). IEEE, 2017. http://dx.doi.org/10.1109/icmse.2017.8574390.

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Reports on the topic "Perceives fairness"

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Bermudez, Pamela. Perceived Fairness of a Child-care Subsidy in a Temporary Agency: An Equity Theory Approach. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6786.

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Modi, Dipali, and Na Young Jung. The Relationships among Perceived Fairness, Customer Satisfaction and Relationship Quality in a Multi-Channel Retail Environment. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-1790.

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McIntyre, Robert M. EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference? Fort Belvoir, VA: Defense Technical Information Center, September 2001. http://dx.doi.org/10.21236/ada402932.

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