Engendering Inequity? How Social Accounts Create vs. Merely Explain Unfavorable Pay Outcomes for Women

Published Online:https://doi.org/10.1287/orsc.1110.0691

References

  • Allen T. J., Sherman J. W., Conrey F. R., Stroessner S. J. (2009) Stereotype strength and attentional bias: Preference for confirming versus disconfirming information depends on processing capacity. J. Experiment. Soc. Psych. 45(5) 1081–1087.CrossrefGoogle Scholar
  • Anderson C. A., Lepper M. R., Ross L. (1980) Perseverance of social theories: The role of explanation in the persistence of discredited information. J. Personality Soc. Psych. 39(6) 1037–1049.CrossrefGoogle Scholar
  • Bakan D. (1966) The Duality of Human Existence. (Rand-McNally, Chicago) .Google Scholar
  • Baron J. N., Pfeffer J. (1994) The social psychology of organization and inequality. Soc. Psych. Quart. 57(3) 190–209.CrossrefGoogle Scholar
  • Baumeister R. F., Sommer K. L. (1997) What do men want? Gender differences and two spheres of belongingness: Comment on Cross and Madson (1997). Psych. Bull. 122(1) 38–44.CrossrefGoogle Scholar
  • Bazerman M. H., Neale M. A. (1992) Negotiating Rationally. (Free Press, New York) .Google Scholar
  • Bazerman M. H., Magliozzi T., Neale M. A. (1985) Integrative bargaining in a competitive market. Organ. Behav. Human Decision Processes 35(3) 294–313.CrossrefGoogle Scholar
  • Becker G. S. (1971) The Economics of Discrimination. (University of Chicago Press, Chicago) .CrossrefGoogle Scholar
  • Belliveau M. A. (2005) Blind ambition? The effects of social networks and institutional sex composition on the job search outcomes of elite coeducational and women's college graduates. Organ. Sci. 16(2) 134–150.LinkGoogle Scholar
  • Belliveau M., Boswell W. (2011) Gender and salary negotiations. . Working paper, Emory University, Atlanta.Google Scholar
  • Bielby W. T. (2000) Minimizing workplace gender and racial bias. Contemp. Sociol. 29(1) 120–128.CrossrefGoogle Scholar
  • Bies R. J. (1987) The predicament of injustice: The management of moral outrage. , Cummings L. L., Staw B. M., eds. Research in Organizational Behavior, Vol. 9. (JAI Press, Greenwich, CT) , 289–319.Google Scholar
  • Bies R. J. (2005) Are procedural justice and interactional justice distinct? , Greenberg J., Colquitt J. A., eds. Handbook of Organizational Justice. (Lawrence Erlbaum Associates, Mahwah, NJ) , 85–112.Google Scholar
  • Bies R., Moag J. (1986) Interactional justice: Communication criteria of fairness. , Lewicki R. J., Sheppard B. H., Bazerman M. H., eds. Research on Negotiation in Organizations, Vol. 1. (JAI Press, Greenwich, CT) , 43–55.Google Scholar
  • Bies R. J., Shapiro D. L. (1987) Interactional fairness judgments: The influence of causal accounts. Soc. Justice Res. 1(2) 199–218.CrossrefGoogle Scholar
  • Bies R. J., Shapiro D. L. (1988) Voice and justification: Their influence on procedural fairness judgments. Acad. Management J. 31(3) 676–685.CrossrefGoogle Scholar
  • Blader S. L., Tyler T. R. (2003) A four-component model of procedural justice defining the meaning of a “fair” process. Personality Soc. Psych. Bull. 29(6) 747–758.CrossrefGoogle Scholar
  • Bobocel D. R., Holmvall C. M. (2001) Are interactional justice and procedural justice different? , Gilliland S., Steiner D., Skarlicki D., eds. Theoretical and Cultural Perspectives on Organizational Justice. (IAP, Greenwich, CT) , 85–108.Google Scholar
  • Bowles H. R., Babcock L., Lai L. (2007) Social incentives for gender differences in propensity to negotiate: Sometimes it does hurt to ask. Organ. Behav. Human Decision Processes 103(1) 84–103.CrossrefGoogle Scholar
  • Brett J. M., Stroh L. K. (1997) Jumping ship: Who benefits from an external labor market career strategy? J. Appl. Psych. 82(3) 331–341.CrossrefGoogle Scholar
  • Brockner J., Wiesenfeld B. M. (1996) An integrative framework for explaining reactions to decisions: The interactive effect of outcomes and procedures. Psych. Bull. 120(2) 189–208.CrossrefGoogle Scholar
  • Brockner J., Grover S. L., Blonder M. D. (1988) Predictors of survivors' job involvement following layoffs: A field study. J. Appl. Psych. 73(3) 436–442.CrossrefGoogle Scholar
  • Brockner J., Tyler T. R., Cooper-Schneider R. (1992) The influence of prior commitment to an institution on reactions to perceived unfairness: The higher they are, the harder they fall. Admin. Sci. Quart. 37(2) 241–261.CrossrefGoogle Scholar
  • Brockner J., Wiesenfeld B., Diekmann K. (2009) Towards a “fairer” conception of process fairness: Why, when and how more may not always be better than less. Acad. Management Ann. 3(1) 183–216.CrossrefGoogle Scholar
  • Brockner J., De Cremer D., van den Bos K., Chen Y.-R. (2005) The influence of interdependent self-construal on procedural fairness effects. Organ. Behav. Human Decision Processes 96(2) 155–167.CrossrefGoogle Scholar
  • Brockner J., Chen Y.-R., Mannix E. A., Leung K., Skarlicki D. P. (2000) Culture and procedural fairness: When the effects of what you do depend on how you do it. Admin. Sci. Quart. 45(1) 138–159.CrossrefGoogle Scholar
  • Chen Y.-R., Brockner J., Greenberg J. (2003) When is it “a pleasure to do business with you”? The effects of relative status, outcome favorability, and procedural fairness. Organ. Behav. Human Decision Processes 92(1–2) 1–21.CrossrefGoogle Scholar
  • Cohen-Charash Y., Spector P. E. (2001) The role of justice in organizations: A meta-analysis. Organ. Behav. Human Decision Processes 86(2) 278–321.CrossrefGoogle Scholar
  • Cole M. S., Field H. S., Giles W. F., Harris S. G. (2009) Recruiters' inferences of applicant personality based on resume screening: Do paper people have a personality? J. Bus. Psych. 24(1) 5–18.CrossrefGoogle Scholar
  • Colquitt J., Greenberg J. (2003) Organizational justice: A fair assessment of the state of the literature. , Greenberg J., ed. Organizational Behavior: The State of the Science. (Lawrence Erlbaum Associates, Mahwah, NJ) , 165–210.Google Scholar
  • Conway M., Pizzamiglio M. T., Mount L. (1996) Status, communality, and agency: Implications for stereotypes of gender and other groups. J. Personality Soc. Psych. 71(1) 25–38.CrossrefGoogle Scholar
  • Crandall C. S., Eshleman A. (2003) A justification-suppression model of the expression and experience of prejudice. Psych. Bull. 129(3) 414–446.CrossrefGoogle Scholar
  • Croziet J.-C., Fiske S. T. (2000) Moderation of priming by goals: Feeling entitled to judge increases judged usability of evaluative primes. J. Experiment. Soc. Psych. 36(2) 155–181.CrossrefGoogle Scholar
  • Davidson M., Friedman R. A. (1998) When excuses don't work: The persistent injustice effect among black managers. Admin. Sci. Quart. 43(1) 154–183.CrossrefGoogle Scholar
  • De Cremer D., Blader S. L. (2006) Why do people care about procedural fairness? The importance of belongingness in responding and attending to procedures. Eur. J. Soc. Psych. 36(2) 211–228.CrossrefGoogle Scholar
  • De Cremer D., Sedikides C. (2005) Self-uncertainty and responsiveness to procedural justice. J. Experiment. Soc. Psych. 41(2) 157–173.CrossrefGoogle Scholar
  • Deutsch M. (1985) Distributive Justice: A Social-Psychological Perspective. (Yale University Press, New Haven, CT) .Google Scholar
  • DeVoe S., Iyengar S. (2004) Managers' theories of subordinates: A cross-cultural examination of manager perceptions of motivation and appraisal of performance. Organ. Behav. Human Decision Processes 93(1) 47–61.CrossrefGoogle Scholar
  • Diekmann K. A., Sondak H., Barsness Z. I. (2007) Does fairness matter more to some than to others? The moderating role of workplace status on the relationship between procedural fairness perceptions and job satisfaction. Soc. Justice Res. 20(2) 161–180.CrossrefGoogle Scholar
  • Dipboye R., Halverson S. (2004) Subtle (and not so subtle) discrimination in organizations. , Griffin R. W., O'Leary-Kelly A., eds. The Dark Side of Organizational Behavior. (Jossey-Bass, San Francisco) , 131–158.Google Scholar
  • Eagly A. H. (1987) Sex Differences in Social Behavior: A Social-Role Interpretation. (Lawrence Erlbaum Associates, Hillsdale, NJ) .Google Scholar
  • Eagly A. H., Steffen V. J. (1984) Gender stereotypes stem from the distribution of women and men into social roles. J. Personality Soc. Psych. 46(4) 735–754.CrossrefGoogle Scholar
  • Eagly A. H., Wood W. (1991) Explaining sex differences in social behavior: A meta-analytic approach. Personality Soc. Psych. Bull. 17(3) 306–315.CrossrefGoogle Scholar
  • Elsbach K. D. (1994) Managing organizational legitimacy in the California cattle industry: The construction and effectiveness of verbal accounts. Admin. Sci. Quart. 39(1) 57–88.CrossrefGoogle Scholar
  • Elsbach K. D., Sutton R. I., Principe K. E. (1998) Averting expected challenges through anticipatory impression management: A study of hospital billing. Organ. Sci. 9(1) 68–86.LinkGoogle Scholar
  • Elvira M. M., Graham M. E. (2002) Not just a formality: Pay system formalization and sex-related earnings effect. Organ. Sci. 13(6) 601–617.LinkGoogle Scholar
  • Ely R. J., Meyerson D. E. (2000) Theories of gender in organizations: A new approach to organizational analysis and change. , Staw B. M., Sutton R. I., eds. Research in Organizational Behavior, Vol. 22. (Elsevier, New York) , 103–152.Google Scholar
  • Ely R. J., Meyerson D. E. (2010) An organizational approach to undoing gender: The unlikely case of offshore oil platforms. , Brief A. P., Staw B. M., eds. Research in Organizational Behavior, Vol. 30. (Elsevier, New York) , 3–34.CrossrefGoogle Scholar
  • England P., Farkas G., Kilbourne B. S., Dou T. (1988) Explaining occupational sex segregation and wages: Findings from a model with fixed effects. Amer. Sociol. Rev. 53(4) 544–558.CrossrefGoogle Scholar
  • Fernandez-Mateo I. (2009) Cumulative gender disadvantage in contract employment. Amer. J. Sociol. 114(4) 871–923.CrossrefGoogle Scholar
  • Ferraro F., Pfeffer J., Sutton R. I. (2005) Economics language and assumptions: How theories can become self-fulfilling. Acad. Management Rev. 30(1) 8–24.CrossrefGoogle Scholar
  • Fields D., Pang M., Chiu C. (2000) Distributive and procedural justice as predictors of employee outcomes in Hong Kong. J. Organ. Behav. 21(5) 547–562.CrossrefGoogle Scholar
  • Filer R. (1989) Occupational segregation: Compensating differentials and comparable worth. , Michael R., Hartmann H., eds. Pay Equity: Empirical Inquiries. (National Academy Press, Washington, DC) , 153–170.Google Scholar
  • Fiske S. T. (1998) Stereotyping, prejudice, and discrimination. , Gilbert D. T., Fiske S. T., Lindzey G., eds. The Handbook of Social Psychology, 4th ed. (McGraw-Hill, Boston) , 357–414.Google Scholar
  • Foels R., Tomcho T. J. (2005) Gender, interdependent self-construals, and collective self-esteem: Women and men are mostly the same. Self Identity 4(3) 213–225.CrossrefGoogle Scholar
  • Folger R., Konovsky M. A. (1989) Effects of procedural and distributive justice on reactions to pay raise decisions. Acad. Management J. 32(1) 115–130.CrossrefGoogle Scholar
  • Folger R., Martin C. (1986) Relative deprivation and referent cognitions: Distributive and procedural justice effects. J. Experiment. Soc. Psych. 22(6) 531–546.CrossrefGoogle Scholar
  • Folger R., Rosenfield D., Robinson T. (1983) Relative deprivation and procedural justifications. J. Personality Soc. Psych. 45(2) 268–273.CrossrefGoogle Scholar
  • Folger R., Skarlicki D. P. (1998) When tough times make tough bosses: Managerial distancing as a function of layoff blame. Acad. Management J. 41(1) 79–87.CrossrefGoogle Scholar
  • Friedman R. A., Robinson R. J. (1993) Justice for all? Union versus management responses to unjust acts and social accounts. Internat. J. Conflict Management 4(2) 99–117.CrossrefGoogle Scholar
  • Galinsky A. D., Mussweiler T. (2001) First offers as anchors: The role of perspective-taking and negotiator focus. J. Personality Soc. Psych. 81(4) 657–669.CrossrefGoogle Scholar
  • Gill M. J. (2004) When information does not deter stereotyping: Prescriptive stereotyping can bias judgments under conditions that discourage descriptive stereotyping. J. Experiment. Soc. Psych. 40(5) 619–632.CrossrefGoogle Scholar
  • Glick P., Fiske S. T. (1996) The ambivalent sexism inventory: Differentiating hostile and benevolent sexism. J. Personality Soc. Psych. 70(3) 491–512.CrossrefGoogle Scholar
  • Glick P., Fiske S. T. (2001) An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality. Amer. Psych. 56(2) 109–118.CrossrefGoogle Scholar
  • Goodin R. E. (1977) Symbolic rewards: Being bought off cheaply. Political Stud. 25(3) 383–396.CrossrefGoogle Scholar
  • Gorman R. F., Kehr J. B. (1992) Fairness as a constraint on profit seeking: Comment. Amer. Econom. Rev. 82(1) 355–358.Google Scholar
  • Graves L. (1999) Gender bias in interviewers' evaluations of applicants: When and how does it occur? , Powell G. N., ed. Handbook of Gender and Work. (Sage, Thousand Oaks, CA) , 145–164.CrossrefGoogle Scholar
  • Greenberg J. (1990) Looking fair versus being fair: Managing impressions of organizational justice. , Staw B. M., Cummings L. L., eds. Research in Organizational Behavior, Vol. 12. (JAI Press, Greenwich, CT) , 111–157.Google Scholar
  • Greenberg J. (1993) Stealing in the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity. Organ. Behav. Human Decision Processes 54(1) 81–103.CrossrefGoogle Scholar
  • Guler I. (2007) Throwing good money after bad? Political and institutional influences on sequential decision making in the venture capital industry. Admin. Sci. Quart. 52(2) 248–285.CrossrefGoogle Scholar
  • Halberstadt A. G., Saitta M. B. (1987) Gender, nonverbal behavior, and perceived dominance: A test of the theory. J. Personality Soc. Psych. 53(2) 257–272.CrossrefGoogle Scholar
  • Heath C. (1999) On the social psychology of agency relationships: Lay theories of motivation overemphasize extrinsic incentives. Organ. Behav. Human. Decision Processes 78(1) 25–62.CrossrefGoogle Scholar
  • Heilman M. E., Okimoto T. G. (2007) Why are women penalized for success at male tasks? The implied communality deficit. J. Appl. Psych. 92(1) 81–92.CrossrefGoogle Scholar
  • Heilman M. E., Martell R. F., Simon M. C. (1988) The vagaries of sex bias: Conditions regulating the undervaluation, equivaluation, and overvaluation of female job applicants. Organ. Behav. Human Decision Processes 41(1) 98–110.CrossrefGoogle Scholar
  • Heilman M. E., Block C. J., Martell R. F., Simon M. C. (1989) Has anything changed? Current characterizations of men, women, and managers. J. Personality Soc. Psych. 74(6) 935–942.Google Scholar
  • Helgeson V. S. (1994) Relation of agency and communion to well-being: Evidence and potential explanations. Psych. Bull. 116(3) 412–428.CrossrefGoogle Scholar
  • Heneman H., Heneman R., Judge T. (1997) Staffing Organizations, 2nd ed. (Irwin, Chicago) .Google Scholar
  • Henkens K., Van Solinge H., Cozijnsen R. (2009) Let go or retain? A comparative study of the attitudes of business students and managers about the retirement of older workers. J. Appl. Soc. Psych. 39(7) 1562–1588.CrossrefGoogle Scholar
  • Hoffman C., Hurst N. (1990) Gender stereotypes: Perception or rationalization? J. Personality Soc. Psych. 58(2) 197–208.CrossrefGoogle Scholar
  • Holmvall C. M., Bobocel D. R. (2008) What fair procedures say about me: Self-construals and reactions to procedural fairness. Organ. Behav. Human Decision Processes 105(2) 147–168.CrossrefGoogle Scholar
  • Jacobs J. A., Steinberg R. J. (1990) Compensating differentials and the male-female wage gap: Evidence from the New York state comparable worth study. Soc. Forces 69(2) 439–468.CrossrefGoogle Scholar
  • Jost J. T., Banaji M. R. (1994) The role of stereotyping in system-justification and the production of false consciousness. British J. Soc. Psych. 33(1) 1–27.CrossrefGoogle Scholar
  • Jost J. T., Kay A. C. (2005) Exposure to benevolent sexism and complementary gender stereotypes: Consequences for specific and diffuse forms of system justification. J. Personality Soc. Psych. 88(3) 498–509.CrossrefGoogle Scholar
  • Jost J. T., Major B. (2001) Emerging perspectives on the psychology of legitimacy. , Jost J. T., Major B., eds. The Psychology of Legitimacy: Emerging Perspectives on Ideology, Justice, and Intergroup Relations. (Cambridge University Press, Cambridge, UK) , 3–30.Google Scholar
  • Jost J. T., Blount S., Pfeffer J. (2003) Fair market ideology: Its cognitive-motivational underpinnings. , Staw B. M., Kramer R. M., eds. Research in Organizational Behavior, Vol. 25. (Elsevier, Oxford, UK) , 53–91.CrossrefGoogle Scholar
  • Kay A. C., Gaucher D., Peach J. M., Laurin K., Friesen J., Zanna M. P., Spencer S. J. (2009) Inequality, discrimination, and the power of the status quo: Direct evidence for a motivation to see the way things are as the way they should be. J. Personality Soc. Psych. 97(3) 421–434.CrossrefGoogle Scholar
  • Koenker R., Hallock K. (2001) Quantile regression. J. Econom. Perspect. 15(4) 143–156.CrossrefGoogle Scholar
  • Kolb D. M., Merrill-Sands D. (1999) Waiting for outcomes: Anchoring a dual agenda for change to cultural assumptions. Women Management Rev. 14(5) 194–203.CrossrefGoogle Scholar
  • Konrad A. M., Ritchie J. E., Lieb P., Corrigall E. (2000) Sex differences and similarities in job attribute preferences: A meta-analysis. Psych. Bull. 126(4) 593–641.CrossrefGoogle Scholar
  • Kulik C. T., Lind E. A., Ambrose M. L., MacCoun R. J. (1996) Understanding gender differences in distributive and procedural justice. Soc. Justice Res. 9(4) 351–369.CrossrefGoogle Scholar
  • Lee C., Farh J.-L. (1999) The effects of gender in organizational justice perception. J. Organ. Behav. 20(1) 133–143.CrossrefGoogle Scholar
  • Lefkowitz J. (1994) Sex-related differences in job attitudes and dispositional variables: Now you see them,…. Acad. Management J. 37(2) 323–349.CrossrefGoogle Scholar
  • Lenton A. P., Bruder M., Sedikides C. (2009) A meta-analysis on the malleability of automatic gender stereotypes. Psych. Women Quart. 33(2) 183–196.CrossrefGoogle Scholar
  • Lewicki R. J., Litterer J. A. (1985) Negotiation. (Irwin, Homewood, IL) .Google Scholar
  • Liebert R. M., Smith W. P., Hill J. H., Keiffer M. (1968) The effects of information and magnitude of first offer on interpersonal negotiation. J. Experiment. Soc. Psych. 4(4) 431–441.CrossrefGoogle Scholar
  • Lind E. A., Greenberg J., Scott K. S., Welchans T. D. (2000) The winding road from employee to complainant: Situational and psychological determinants of wrongful-termination claims. Admin. Sci. Quart. 45(3) 557–590.CrossrefGoogle Scholar
  • Marlowe C. M., Schneider S. L., Nelson C. E. (1996) Gender and attractiveness biases in hiring: Are more experienced managers less biased? J. Appl. Psych. 81(1) 11–21.CrossrefGoogle Scholar
  • Miller D. T., Taylor B., Buck M. L. (1991) Gender gaps: Who needs to be explained? J. Personality Soc. Psych. 61(1) 5–12.CrossrefGoogle Scholar
  • Moran S., Ritov I. (2007) Experience in integrative negotiations: What needs to be learned? J. Experiment. Soc. Psych. 43(1) 77–90.CrossrefGoogle Scholar
  • Mueller C. W., Wynn T. (2000) The degree to which justice is valued in the workplace. Soc. Justice Res. 13(1) 1–24.CrossrefGoogle Scholar
  • Nadler J., Thompson L., Van Boven L. (2003) Learning negotiation skills: Four models of knowledge creation and transfer. Management. Sci. 49(4) 529–540.LinkGoogle Scholar
  • Neale M. A., Northcraft G. B. (1986) Experts, amateurs, and refrigerators: Comparing expert and amateur negotiators in a novel task. Organ. Behav. Human Decision Processes 38(3) 305–317.CrossrefGoogle Scholar
  • Norton M. I., Vandello J. A., Darley J. M. (2004) Casuistry and social category bias. J. Personality Soc. Psych. 87(6) 817–831.CrossrefGoogle Scholar
  • Pager D., Karafin D. (2009) Bayesian bigot? Statistical discrimination, stereotypes, and employer decision making. Ann. Amer. Acad. Political Soc. Sci. 621(1) 70–93.CrossrefGoogle Scholar
  • Perkins W. S., Rao R. C. (1990) The role of experience in information use and decision-making by marketing managers. J. Marketing Res. 27(1) 1–10.CrossrefGoogle Scholar
  • Petersen T., Morgan L. A. (1995) Separate and unequal: Occupation-establishment segregation and the gender wage gap. Amer. J. Sociol. 101(2) 329–365.CrossrefGoogle Scholar
  • Pfeffer J., DeVoe S. E. (2009) Economic evaluation: The effect of money and economics on attitudes about volunteering. J. Econom. Psych. 30(3) 500–508.CrossrefGoogle Scholar
  • Pfeffer J., Langton N. (1988) Wage inequality and the organization of work: The case of academic departments. Admin. Sci. Quart. 33(4) 588–606.CrossrefGoogle Scholar
  • Prentice D. A., Carranza E. (2002) What women and men should be, shouldn't be, are allowed to be, and don't have to be: The contents of prescriptive gender stereotypes. Psych. Women Quart. 26(4) 269–281.CrossrefGoogle Scholar
  • Reskin B. F. (2000) The proximate causes of employment discrimination. Contemp. Soc. 29(2) 319–328.CrossrefGoogle Scholar
  • Reskin B. F., McBrier D. B. (2000) Why not ascription? Organizations' employment of male and female managers. Amer. Sociol. Rev. 65(2) 210–233.CrossrefGoogle Scholar
  • Reskin B. F., Roos P. A. (1990) Job Queues, Gender Queues: Explaining Women's Inroads into Male Occupations. (Temple University Press, Philadelphia) .Google Scholar
  • Reskin B., Ross C. (1995) Jobs, authority, and earnings among managers: The continuing significance of sex. , Jacobs J. A., ed. Gender Inequality at Work. (Sage, Thousand Oaks, CA) , 127–151.Google Scholar
  • Ridgeway C. L. (1997) Interaction and the conservation of gender inequality: Considering employment. Amer. Sociol. Rev. 62(2) 218–235.CrossrefGoogle Scholar
  • Ridgeway C., England P. (2007) Sociological approaches to sex discrimination in employment. , Crosby F. J., Stockdale M. S., Ropp S. A., eds. Sex Discrimination in the Workplace: Multidisciplinary Perspectives. (Blackwell, Oxford, UK) , 189–212.Google Scholar
  • Roloff M. E., Jordan J. M. (1991) The influence of effort, experience, and persistence on the elements of bargaining plans. Comm. Res. 18(3) 306–332.CrossrefGoogle Scholar
  • Ross C. E., Mirowsky J. (1996) Economic and interpersonal work rewards: Subjective utilities of men's and women's compensation. Soc. Forces 75(1) 223–246.CrossrefGoogle Scholar
  • Ross L., Lepper M. R., Hubbard M. (1975) Perseverance in self-perception and social perception: Biased attributional processes in debriefing paradigm. J. Personality Soc. Psych. 32(5) 880–892.CrossrefGoogle Scholar
  • Rudman L. A., Phelan J. E. (2008) Backlash effects for disconfirming gender stereotypes in organizations. , Brief A. P., Staw B. M., eds. Research in Organizational Behavior, Vol. 28. (JAI Press, Greenwich, CT) , 61–79.CrossrefGoogle Scholar
  • Schaubroeck J., May D., Brown F. (1994) Procedural justice explanations and employee reactions to economic hardship: A field experiment. J. Appl. Psych. 79(3) 455–460.CrossrefGoogle Scholar
  • Scott M. B., Lyman S. M. (1968) Accounts. Amer. Sociol. Rev. 33(1) 46–62.CrossrefGoogle Scholar
  • Shapiro D. L. (1991) The effects of explanations on negative reactions to deceit. Admin. Sci. Quart. 36(4) 614–630.CrossrefGoogle Scholar
  • Shapiro D. L., Buttner E. H., Barry B. (1994) Explanations: What factors enhance their perceived adequacy. Organ. Behav. Human Decision Processes 58(3) 346–368.CrossrefGoogle Scholar
  • Sherman J. W., Stroessner S. J., Conrey F. R., Azam O. A. (2005) Prejudice and stereotype maintenance processes: Attention, attribution, and individuation. J. Personality Soc. Psych. 89(4) 607–622.CrossrefGoogle Scholar
  • Simons T., Roberson Q. (2003) Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes. J. Appl. Psych. 88(3) 432–443.CrossrefGoogle Scholar
  • Sinclair L., Kunda Z. (2000) Motivated stereotyping of women: She's fine if she praised me but incompetent if she criticized me. Personality Soc. Psych. Bull. 26(11) 1329–1342.CrossrefGoogle Scholar
  • Sitkin S. B., Bies R. J. (1993) Social accounts in conflict situations: Using explanations to manage conflict. Human Relations 46(3) 349–370.CrossrefGoogle Scholar
  • Skarlicki D. P., Folger R., Gee J. (2004) When social accounts backfire: The exacerbating effects of a polite message or an apology on reactions to an unfair outcome. J. Appl. Soc. Psych. 34(2) 322–341.CrossrefGoogle Scholar
  • Skrypnek B. J., Snyder M. (1982) On the self-perpetuating nature of stereotypes about women and men. J. Experiment. Soc. Psych. 18(3) 277–291.CrossrefGoogle Scholar
  • Snyder M., Tanke E. D., Berscheid E. (1977) Social perception and interpersonal behavior: On the self-fulfilling nature of social stereotypes. J. Personality Soc. Psych. 35(9) 656–666.CrossrefGoogle Scholar
  • Stroh L. K., Brett J. M., Reilly A. H. (1992) All the right stuff: A comparison of female and male managers' career progression. J. Appl. Psych. 77(3) 251–260.CrossrefGoogle Scholar
  • Sweeney P. D., McFarlin D. B. (1997) Process and outcome: Gender differences in the assessment of justice. J. Organ. Behav. 18(1) 83–98.CrossrefGoogle Scholar
  • Thompson L. L. (1990) An examination of naïve and experienced negotiators. J. Personality Soc. Psych. 59(1) 82–90.CrossrefGoogle Scholar
  • Thompson L., DeHarpport T. (1994) Social judgment, feedback, and interpersonal learning in negotiation. Organ. Behav. Human Decision Processes 58(3) 327–345.CrossrefGoogle Scholar
  • Tomaskovic-Devey D. (1993) Gender and Racial Inequality at Work: The Sources and Consequences of Job Segregation. (ILR Press, Ithaca, NY) .CrossrefGoogle Scholar
  • Tomaskovic-Devey D. (1995) Sex composition and gendered earnings inequality: A comparison of job and occupational models. , Jacobs J. A., ed. Gender Inequality at Work. (Sage, Thousand Oaks, CA) , 23–56.Google Scholar
  • Tyler T. R. (1994) Psychological models of the justice motive. J. Personality Soc. Psych. 67(5) 850–863.CrossrefGoogle Scholar
  • Tyler T. R., Blader S. L. (2003) The group engagement model: Procedural justice, social identity, and cooperative behavior. Personality Soc. Psych. Rev. 7(4) 349–361.CrossrefGoogle Scholar
  • Tyler T. R., Lind E. A. (1992) A relational model of authority in groups. , Zanna M., ed. Advances in Experimental Social Psychology, Vol. 25. (Academic Press, New York) , 115–191.Google Scholar
  • Uhlmann E. L., Cohen G. L. (2007) “I think it, therefore it's true”: Effects of self-perceived objectivity on hiring discrimination. Organ. Behav. Human Decision Processes 104(2) 207–223.CrossrefGoogle Scholar
  • van den Bos K., Vermunt R., Wilke H. A. M. (1997) Procedural and distributive justice: What is fair depends more on what comes first than on what comes next. J. Personality Soc. Psych. 72(1) 95–104.CrossrefGoogle Scholar
  • van Prooijen J. W. (2009) Procedural justice as autonomy regulation. J. Personality Soc. Psych. 96(6) 1166–1180.CrossrefGoogle Scholar
  • Werner S., Ones D. S. (2000) Determinants of perceived pay inequities: The effects of comparison other characteristics and pay-system communication. J. Appl. Soc. Psych. 30(6) 1281–1309.CrossrefGoogle Scholar
  • Wiesenfeld B. M., Brockner J., Thibault V. V. (2000) Procedural fairness, managers' self-esteem, and managerial behaviors following a layoff. Organ. Behav. Human Decision Processes 83(1) 1–32.CrossrefGoogle Scholar
INFORMS site uses cookies to store information on your computer. Some are essential to make our site work; Others help us improve the user experience. By using this site, you consent to the placement of these cookies. Please read our Privacy Statement to learn more.