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For Me or Against Me? Reactions to AI (vs. Human) Decisions That Are Favorable or Unfavorable to the Self and the Role of Fairness Perception
16 references·0 citing·46 second hop
For Me or Against Me? Reactions to AI (vs. Human) Decisions That Are Favorable or Unfavorable to the Self and the Role of Fairness Perception (2024)For Me or Against Me? Reactions to AI (vs…Amazon Scraps Secret AI Recruiting Tool that Showed Bias against Women * (2022)Amazon Scraps Secret AI Recru…In AI we trust? Perceptions about automated decision-making by artificial intelligence (2020)In AI we trust? Perceptions a…Algorithmic Bias? An Empirical Study of Apparent Gender-Based Discrimination in the Display of STEM Career Ads (2019)Algorithmic Bias? An Empirica…Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management (2018)Understanding perception of a…The Relevance of Algorithms (2014)The Relevance of AlgorithmsFeeling robots and human zombies: Mind perception and the uncanny valley (2012)Feeling robots and human zomb…Job Engagement: Antecedents and Effects on Job Performance (2010)Job Engagement: Antecedents a…Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness (2008)Positive gain spirals at work…Group virtue: The importance of morality (vs. competence and sociability) in the positive evaluation of in-groups. (2007)Group virtue: The importance …Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. (2002)Business-unit-level relations…Regulatory Focus Theory: Implications for the Study of Emotions at Work (2001)Regulatory Focus Theory: Impl…Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Justice at the millennium: A …Advances in Organizational Justice (2001)Advances in Organizational Ju…An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. (1996)An integrative framework for …The Social Psychology of Procedural Justice (1988)The Social Psychology of Proc…What Should Be Done with Equity Theory? (1980)What Should Be Done with Equi…The nature and causes of job satisfaction (1976)Handbook of Industrial and Organizational Psychology. (1977)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)Antecedents and consequences of employee engagement (2006)The Job Demands‐Resources model: state of the art (2007)Exchange and Power in Social Life. 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(1991)Behavioral Ethics in Organizations: A Review (2006)Putting the S back in corporate social responsibility: A multilevel theory of social change in organizations (2007)Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. (2013)What is Procedural Justice?: Criteria Used by Citizens to Assess the Fairness of Legal Procedures (1988)Voice, control, and procedural justice: Instrumental and noninstrumental concerns in fairness judgments. (1990)The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management (1994)A Relational Model of Authority in Groups (1992)FOUNDATION FOR A GENERAL STRAIN THEORY OF CRIME AND DELINQUENCY* (1992)CONSEQUENCES OF ABUSIVE SUPERVISION. 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References

  • 1988The Social Psychology of Procedural Justice6,583 cited
  • 2001Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.5,931 cited
  • 2002Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.4,617 cited
  • 2010Job Engagement: Antecedents and Effects on Job Performance3,842 cited
  • 1980What Should Be Done with Equity Theory?3,007 cited
  • 2014The Relevance of Algorithms1,444 cited
  • 2001Advances in Organizational Justice1,408 cited
  • 1996An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures.1,375 cited
  • 2018Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management1,334 cited
  • 2022Amazon Scraps Secret AI Recruiting Tool that Showed Bias against Women *1,165 cited
  • 2020In AI we trust? Perceptions about automated decision-making by artificial intelligence1,036 cited
  • 2001Regulatory Focus Theory: Implications for the Study of Emotions at Work962 cited
  • 2007Group virtue: The importance of morality (vs. competence and sociability) in the positive evaluation of in-groups.954 cited
  • 2012Feeling robots and human zombies: Mind perception and the uncanny valley

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938 cited
  • 2019Algorithmic Bias? An Empirical Study of Apparent Gender-Based Discrimination in the Display of STEM Career Ads854 cited
  • 2008Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness798 cited
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