Stephen W Gilliland
Biographic Data
| ID | 6084648 |
|---|---|
| NAME | Stephen W Gilliland |
| GIVEN NAMES | Stephen W |
| FAMILY NAME | Gilliland |
| SIGNATURE | GILLILAND S W |
| AFFILIATIONS | University of Arizona |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 3 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1993 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Fairness at the crossroads
Purpose This paper aims to propose an integrative framework of fairness by synthesizing insights from organizational justice (OJ) and diversity and inclusion (D&I) literature. It clarifies how divergent understandings of fairness contribute to polarized reactions to diversity, equity and inclusion (DEI) efforts and positions fairness as a shared foundation for bridging divides. Design/methodology/approach A systematic review of 300 peer-reviewed …
Misleading by Example
The Management of Organizational Justice
Executive Overview Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring…
Grade expectations
Previous research has documented the impact of self‐‐derived expectations as reference points in the evaluation of outcomes (e.g. Ordóñez, Connolly, & Coughlan, 2000; van den Bos et al., 1998). In the present paper we extend these studies by investigating the effects of individuals' performance expectations on their subsequent evaluations of personally‐‐relevant outcomes. In three separate studies, both in the laboratory and in the field, student…
The Perceived Fairness of Selection Systems
Grade expectations
Previous research has documented the impact of self‐‐derived expectations as reference points in the evaluation of outcomes (e.g. Ordóñez, Connolly, & Coughlan, 2000; van den Bos et al., 1998). In the present paper we extend these studies by investigating the effects of individuals' performance expectations on their subsequent evaluations of personally‐‐relevant outcomes. In three separate studies, both in the laboratory and in the field, student…
The Perceived Fairness of Selection Systems
Grade expectations
Previous research has documented the impact of self‐‐derived expectations as reference points in the evaluation of outcomes (e.g. Ordóñez, Connolly, & Coughlan, 2000; van den Bos et al., 1998). In the present paper we extend these studies by investigating the effects of individuals' performance expectations on their subsequent evaluations of personally‐‐relevant outcomes. In three separate studies, both in the laboratory and in the field, student…
The Management of Organizational Justice
Executive Overview Organizational justice has the potential to create powerful benefits for organizations and employees alike. These include greater trust and commitment, improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring…
Misleading by Example
Fairness at the crossroads
Purpose This paper aims to propose an integrative framework of fairness by synthesizing insights from organizational justice (OJ) and diversity and inclusion (D&I) literature. It clarifies how divergent understandings of fairness contribute to polarized reactions to diversity, equity and inclusion (DEI) efforts and positions fairness as a shared foundation for bridging divides. Design/methodology/approach A systematic review of 300 peer-reviewed …
Job Satisfaction and Organizational Behavior (4 works) · Psychology (4 works) · Social Psychology (4 works) · Business (3 works) · Economics (3 works) · Organizational justice (3 works) · Computer Science (2 works) · Economic Justice (2 works) · Management (2 works) · Organizational commitment (2 works)