REGGIANI, Tommaso, Lucia MARCHEGIANI and Matteo RIZZOLLI. Gender Effects in Injustice Perceptions: An Experiment on Error Evaluation and Effort Provision. Online. In Gender Issues in Business and Economics. 2018th ed. USA: Springer, 2017, p. 193-202. (i). ISBN 978-3-319-65193-4.
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Basic information
Original name Gender Effects in Injustice Perceptions: An Experiment on Error Evaluation and Effort Provision
Authors REGGIANI, Tommaso (380 Italy, guarantor, belonging to the institution), Lucia MARCHEGIANI (380 Italy) and Matteo RIZZOLLI (380 Italy).
Edition 2018. vyd. USA, Gender Issues in Business and Economics, p. 193-202, 10 pp. (i), 2017.
Publisher Springer
Other information
Original language English
Type of outcome Chapter(s) of a specialized book
Field of Study Economics
Country of publisher United States of America
Confidentiality degree is not subject to a state or trade secret
Publication form electronic version available online
WWW URL
RIV identification code RIV/00216224:14560/17:00098189
Organization Ekonomicko-správní fakulta – Repository – Repository
ISBN 978-3-319-65193-4
Keywords in English Injustice; Performance appraisal; Gender; Leniency bias; Severity bias; Economic experiment
Changed by Changed by: RNDr. Daniel Jakubík, učo 139797. Changed: 4/9/2020 20:08.
Abstract
As performances are rarely observable, evaluation errors may occur. We observe how women react to evaluation errors and wrongful reward assessment in organizations. In particular, we focus on severity and leniency errors in the evaluation of performances. Severity errors occur when workers do not receive the reward although they exerted high effort and reached the target. Leniency errors occur when workers are rewarded even when they exerted low effort and did not reach the target. They are both detrimental to motivation and effort provision. Our findings from a laboratory experiment show that, when gender is considered, asymmetric results are shown for men and women. Whereas males drop their contribution more under severity errors rather than leniency errors, female tend to do the opposite. We discuss these results contributing to the literature on organizational justice by investigating the role of gender in the perception of justice within organizations.
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