Organisational Justice and Perceived Fairness of Hiring Decisions Related to Race and Gender: Affirmative Action Reactions

Abstract

A laboratory experiment explores the perceived fairness of hiring decisions with regards to justifications that might reduce the negative reactions of job recipients. In particular, we examine the effects of no justification, and the affirmative action argument on the perceived fairness of the hiring of women and minorities. Results indicate that the hiring decision is perceived to be fairer when no justification is given than when affirmative action is used to justify the decision. The perception of decision was further moderated by proportional values with stronger effects for men than women.

Citation

McMillan‐Capehart, A. and Richard, O. (2005), "Organisational Justice and Perceived Fairness of Hiring Decisions Related to Race and Gender: Affirmative Action Reactions", Equal Opportunities International, Vol. 24 No. 1, pp. 44-57. https://doi.org/10.1108/02610150510787953