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Unfairness begets unfairness: Victim derogation bias in employee ratings

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  • Skarlicki, Daniel P.
  • Turner, R. Anthony

Abstract

This research investigated criterion contamination in human resource evaluations, specifically victim derogation in which third parties (e.g., managers, co-workers) systematically undervalue the performance and potential of individuals who have previously suffered organizational injustices. A policy capturing design (Study 1) found that managers rated job applicants who had been treated unfairly by their previous employers as less suitable than fairly treated applicants, after objective performance information was controlled. In Study 2, the effect of unfair treatment on job applicant ratings was found to be moderated by managers’ just world beliefs, with applicant ratings reflecting more derogation among managers with higher (vs. lower) Belief in a Just World. In Study 3, the pattern of results from Study 2 was replicated in a performance evaluation context using peers as raters. Moreover, in Study 3 an intervention that activated raters’ moral identity was found to attenuate victim derogation bias.

Suggested Citation

  • Skarlicki, Daniel P. & Turner, R. Anthony, 2014. "Unfairness begets unfairness: Victim derogation bias in employee ratings," Organizational Behavior and Human Decision Processes, Elsevier, vol. 124(1), pages 34-46.
    • Handle: RePEc:eee:jobhdp:v:124:y:2014:i:1:p:34-46
    DOI: 10.1016/j.obhdp.2013.11.004
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    References listed on IDEAS

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    1. Kray, Laura J. & Allan Lind, E., 2002. "The injustices of others: Social reports and the integration of others' experiences in organizational justice judgments," Organizational Behavior and Human Decision Processes, Elsevier, vol. 89(1), pages 906-924, September.
    2. Shao, Ruodan & Aquino, Karl & Freeman, Dan, 2008. "Beyond Moral Reasoning: A Review of Moral Identity Research and Its Implications for Business Ethics," Business Ethics Quarterly, Cambridge University Press, vol. 18(4), pages 513-540, October.
    3. Greenberg, Jerald, 1993. "Stealing in the Name of Justice: Informational and Interpersonal Moderators of Theft Reactions to Underpayment Inequity," Organizational Behavior and Human Decision Processes, Elsevier, vol. 54(1), pages 81-103, February.
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    Cited by:

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    2. Xing Zhou & Lele Fan & Cong Cheng & Yancheng Fan, 2021. "When and Why Do Good People Not Do Good Deeds? Third-Party Observers’ Unfavorable Reactions to Negative Workplace Gossip," Journal of Business Ethics, Springer, vol. 171(3), pages 599-617, July.
    3. Brykman, Kyle M. & O'Neill, Thomas A., 2023. "How conflict expressions affect recipients’ conflict management behaviors," Organizational Behavior and Human Decision Processes, Elsevier, vol. 174(C).
    4. Marjolijn De Wilde & Peter Goos, 2017. "The Implementation of Social Policy: A Factorial Survey Approach," Working Papers 1706, Herman Deleeck Centre for Social Policy, University of Antwerp.
    5. Baeckström, Ylva & Marsh, Ian W. & Silvester, Joanne, 2021. "Variations in investment advice provision: A study of financial advisors of millionaire investors," Journal of Economic Behavior & Organization, Elsevier, vol. 188(C), pages 716-735.

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