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Journal articles on the topic 'Individual Fairness'

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Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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1

Meernik, James, and Kimi King. "The Fairness of International Justice." International Criminal Law Review 21, no. 6 (September 24, 2021): 1167–89. http://dx.doi.org/10.1163/15718123-bja10103.

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Abstract There is an ever-expanding system of international criminal justice in which the concern for fairness is equally as powerful as it is in domestic criminal justice systems, but considerably more fraught with political baggage. The goal of our paper is to develop a model of individual evaluations of fairness of an international court and subject our current understandings of fairness to a challenging test by focusing on those with a tremendous stake in the outcomes of trials—the witnesses. We develop a model that emphasizes three core elements of individual judgments regarding fairness: (1) the identity of the individual—those relatively fixed characteristics that individuals use to explain who they are; (2) the individual encounter with international justice; and (3) general, or more objective indicators of Tribunal effectiveness. We then derive specific hypothesis from these expectations. We utilize data from a unique survey of 300 individuals who testified at the International Criminal Tribunal for the Former Yugoslavia (icty). We find that identity, personal efficacy and to a lesser extent, the perceived appropriateness of punishment for the guilty affect perceptions of fairness.
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2

Farnadi, Golnoosh, William St-Arnaud, Behrouz Babaki, and Margarida Carvalho. "Individual Fairness in Kidney Exchange Programs." Proceedings of the AAAI Conference on Artificial Intelligence 35, no. 13 (May 18, 2021): 11496–505. http://dx.doi.org/10.1609/aaai.v35i13.17369.

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Kidney transplant is the preferred method of treatment for patients suffering from kidney failure. However, not all patients can find a donor which matches their physiological characteristics. Kidney exchange programs (KEPs) seek to match such incompatible patient-donor pairs together, usually with the main objective of maximizing the total number of transplants. Since selecting one optimal solution translates to a decision on who receives a transplant, it has a major effect on the lives of patients. The current practice in selecting an optimal solution does not necessarily ensure fairness in the selection process. In this paper, the existence of multiple optimal plans for a KEP is explored as a mean to achieve individual fairness. We propose the use of randomized policies for selecting an optimal solution in which patients' equal opportunity to receive a transplant is promoted. Our approach gives rise to the problem of enumerating all optimal solutions, which we tackle using a hybrid of constraint programming and linear programming. The advantages of our proposed method over the common practice of using the optimal solution obtained by a solver are stressed through computational experiments. Our methodology enables decision makers to fully control KEP outcomes, overcoming any potential bias or vulnerability intrinsic to a deterministic solver.
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3

Li, Xia, and Linyan Feng. "Impact of donors’ financial fairness perception on donation intention in nonprofit organizations after COVID-19 outbreak." PLOS ONE 16, no. 6 (June 9, 2021): e0251991. http://dx.doi.org/10.1371/journal.pone.0251991.

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Based on the investigation of financial fairness perception and donation intention of individual donors in non-profit organizations (NPOs), this paper uses structural equation model to analyze the impact of individual donors’ financial fairness perception on donation intention. The results show that individual donors’ perceptions on financial result fairness, financial procedure fairness and financial information fairness all have positive impact on donation intention; among which the perception on financial result fairness only has direct impact on individual donation intention, while the perceptions on financial procedure fairness and financial information fairness have direct and indirect impact on individual donation intention.
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4

Shaham, Sina, Gabriel Ghinita, and Cyrus Shahabi. "Models and mechanisms for spatial data fairness." Proceedings of the VLDB Endowment 16, no. 2 (October 2022): 167–79. http://dx.doi.org/10.14778/3565816.3565820.

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Fairness in data-driven decision-making studies scenarios where individuals from certain population segments may be unfairly treated when being considered for loan or job applications, access to public resources, or other types of services. In location-based applications, decisions are based on individual whereabouts, which often correlate with sensitive attributes such as race, income, and education. While fairness has received significant attention recently, e.g., in machine learning, there is little focus on achieving fairness when dealing with location data. Due to their characteristics and specific type of processing algorithms, location data pose important fairness challenges. We introduce the concept of spatial data fairness to address the specific challenges of location data and spatial queries. We devise a novel building block to achieve fairness in the form of fair polynomials. Next, we propose two mechanisms based on fair polynomials that achieve individual spatial fairness, corresponding to two common location-based decision-making types: distance-based and zone-based. Extensive experimental results on real data show that the proposed mechanisms achieve spatial fairness without sacrificing utility.
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5

Lahoti, Preethi, Krishna P. Gummadi, and Gerhard Weikum. "Operationalizing individual fairness with pairwise fair representations." Proceedings of the VLDB Endowment 13, no. 4 (December 9, 2019): 506–18. http://dx.doi.org/10.14778/3372716.3372723.

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6

Bishop, John A., Haiyong Liu, and Zichong Qu. "Individual Perceptions of Distributional Fairness in China." Comparative Economic Studies 56, no. 1 (December 12, 2013): 25–41. http://dx.doi.org/10.1057/ces.2013.27.

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7

Cappelen, Alexander W., Erik Ø. Sørensen, and Bertil Tungodden. "Responsibility for what? Fairness and individual responsibility." European Economic Review 54, no. 3 (April 2010): 429–41. http://dx.doi.org/10.1016/j.euroecorev.2009.08.005.

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8

Karni, Edi, Tim Salmon, and Barry Sopher. "Individual sense of fairness: an experimental study." Experimental Economics 11, no. 2 (July 14, 2007): 174–89. http://dx.doi.org/10.1007/s10683-007-9165-1.

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9

Singer, Ming. "INDIVIDUAL DIFFERENCES IN CATEGORY WIDTH AND FAIRNESS PERCEPTION OF SELECTION DECISIONS." Social Behavior and Personality: an international journal 18, no. 1 (January 1, 1990): 87–93. http://dx.doi.org/10.2224/sbp.1990.18.1.87.

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The study examined the effect of individual differences in category width on fairness perception of selection decisions. The hypothesis was that narrow categorizers would have more exaggerated perceptions of fairness than broad categorizers. Subjects completed Pettigrew's (1958) Category-Width Scale and a questionnaire designed to assess fairness perceptions of selection outcomes. Although the results of individual differences in fairness perception were consistent and were in the same directions as hypothesized, the main effect of “categorizer” did not reach statistical significance. The results also showed that merit-based selections were perceived as fair. Selections involving preferential treatment were perceived as equally unfair as conventional discrimination against minority candidates.
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10

Merriman, Kimberly K., Atthaphon Mumi, and Lauren A. Turner. "Extending Evidence for Inter-Individual Differences in Social Comparison Orientation to Pay Fairness Evaluations." Psychological Reports 123, no. 4 (May 19, 2019): 1335–54. http://dx.doi.org/10.1177/0033294119849018.

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This research extends the limited support for social comparison tendencies as an individual difference variable and a key moderator of pay fairness perceptions. Through three studies comprised of five data collections, the following adapts a measure of social comparison orientation to pay contexts and examines its association with heightened perceptions of distributive fairness in hypothetical and actual scenarios of pay equity, over-reward, and under-reward. In keeping with Gibbons and Buunk’s construal, our targeted operationalization of social comparison orientation demonstrated inter-individual variation and intra-individual stability, providing corroboration of distinct individual predispositions towards social comparison. Our experimental findings further support this point in that socially relative pay information had a stronger impact on pay fairness evaluations among individuals predisposed to socially compare and a relatively weak impact on those that were not. This investigation is complementary but distinct from the prevalent focus on situational factors as drivers of social comparison. Further, examining this point in the context of pay is timely based on the recent level of public and managerial attention given to the fairness of relative pay differences.
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11

Conitzer, Vincent, Rupert Freeman, Nisarg Shah, and Jennifer Wortman Vaughan. "Group Fairness for the Allocation of Indivisible Goods." Proceedings of the AAAI Conference on Artificial Intelligence 33 (July 17, 2019): 1853–60. http://dx.doi.org/10.1609/aaai.v33i01.33011853.

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We consider the problem of fairly dividing a collection of indivisible goods among a set of players. Much of the existing literature on fair division focuses on notions of individual fairness. For instance, envy-freeness requires that no player prefer the set of goods allocated to another player to her own allocation. We observe that an algorithm satisfying such individual fairness notions can still treat groups of players unfairly, with one group desiring the goods allocated to another. Our main contribution is a notion of group fairness, which implies most existing notions of individual fairness. Group fairness (like individual fairness) cannot be satisfied exactly with indivisible goods. Thus, we introduce two “up to one good” style relaxations. We show that, somewhat surprisingly, certain local optima of the Nash welfare function satisfy both relaxations and can be computed in pseudo-polynomial time by local search. Our experiments reveal faster computation and stronger fairness guarantees in practice.
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12

Ikkos, George. "Fairness, liberty and psychiatry." International Psychiatry 6, no. 2 (April 2009): 46–48. http://dx.doi.org/10.1192/s174936760000045x.

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According to Beauchamp & Childress (2001) the fundamental principles of biomedical ethics include ‘justice'. But how do we approach ‘justice'? Justice may be thought of in relation to an individual or society. An individual may be just or unjust. Justice in society may be thought of as ‘retributive justice’ (fair punishment), ‘civil justice’ (fair recompense), ‘distributive justice’ (fair shares) or ‘social justice’ (a fair social contract for citizens of a society).
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13

Kouchaki, Maryam, Isaac H. Smith, and Ekaterina Netchaeva. "Not All Fairness Is Created Equal: Fairness Perceptions of Group vs. Individual Decision Makers." Organization Science 26, no. 5 (October 2015): 1301–15. http://dx.doi.org/10.1287/orsc.2015.0992.

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14

Duster, Troy. "Individual Fairness, Group Preferences, and the California Strategy." Representations 55, no. 1 (July 1996): 41–58. http://dx.doi.org/10.1525/rep.1996.55.1.99p0440p.

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15

Duster, Troy. "Individual Fairness, Group Preferences, and the California Strategy." Representations 55 (1996): 41–58. http://dx.doi.org/10.2307/3043735.

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16

Xu, Xiaohong, Stephanie C. Payne, Margaret T. Horner, and Allison L. Alexander. "Individual difference predictors of perceived organizational change fairness." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 420–33. http://dx.doi.org/10.1108/jmp-02-2014-0061.

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Purpose – The purpose of this paper is to examine how individual differences influence employees’ attitude toward organizational change. Specifically, the present study examined how and why proactive personality, dispositional resistance to change, and change self-efficacy influence employees’ perceived fairness about the organizational change. Design/methodology/approach – Structural equation modeling was utilized to analyze the survey data obtained from a sample of 140 food service employees after some organizational changes in leadership, menu offerings, and facilities. Findings – The results revealed support for two micromediational chains predicting change fairness: first, change self-efficacy leads to less uncertainty and second, dispositional resistance to change leads to less communication regarding change resulting in employees perceiving they have fewer opportunities to voice concerns about the changes. Research limitations/implications – The cross-sectional design prevents causal inferences and the generalizability of the present findings beyond similar samples experiencing similar changes is unknown. However, the predictions were based on theories that apply to all employees regardless of the changes or the employees’ occupations or workplace. Social implications – Employees with particular personality traits are more receptive to change, suggesting that organizations should consider the impact of individual differences when facing large-scale change. To ensure the success of organizational change, organizations should communicate with employees and encourage employee input before implementing change which in turn improves the chances that employees will have favorable reactions to the change. Originality/value – This is the first study to examine how and why individual difference variables influence employees’ perceptions about organizational change fairness.
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17

Kouchaki, Maryam, Isaac H. Smith, and Ekaterina Netchaeva. "Fairness Perceptions of Group versus Individual Decision Makers." Academy of Management Proceedings 2012, no. 1 (July 2012): 12395. http://dx.doi.org/10.5465/ambpp.2012.12395abstract.

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18

Tsvetkova, Milena, Oana Vuculescu, Petar Dinev, Jacob Sherson, and Claudia Wagner. "Inequality and fairness with heterogeneous endowments." PLOS ONE 17, no. 10 (October 31, 2022): e0276864. http://dx.doi.org/10.1371/journal.pone.0276864.

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People differ in intelligence, cognitive ability, personality traits, motivation, and similar valued and, to a large degree, inherited characteristics that determine success and achievements. When does individual heterogeneity lead to a fair distribution of rewards and outcomes? Here, we develop this question theoretically and then test it experimentally for a set of structural conditions in a specific interaction situation. We first catalogue the functional relationship between individual endowments and outcomes to distinguish between fairness concepts such as meritocracy, equality of opportunity, equality of outcomes, and Rawl’s theory of justice. We then use an online experiment to study which of these fairness patterns emerge when differently endowed individuals can share their resources with others, depending on whether information about others’ endowments and outcomes is available. We find that while visible outcomes lessen inequality by decreasing the statistical dispersion of outcomes across the group, endowments need to be visible for better equality of opportunity for the most disadvantaged.
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19

Gordon, Alynn E., and Kristin D. Mickelson. "Couple-Level Predictors of Perceived Fairness During Pregnancy in First-Time Parents." Journal of Family Issues 39, no. 1 (July 8, 2015): 55–77. http://dx.doi.org/10.1177/0192513x15594206.

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Researchers have suggested that apart from the actual division of household labor, housework ideology and spousal support also influence perceptions of fairness regarding the division of household labor. Furthermore, although only individual perceived fairness predictors are typically examined, researchers acknowledge that an individual’s perceived fairness is often contingent on a combination of characteristics within a couple. In addition to self-perceived fairness, we examined perceptions of fairness for spouse in 104 couples expecting their first child. Results indicate that couple-level actual division of housework and housework ideology significantly predict perceptions of fairness. Furthermore, our data provide evidence to suggest that some predictors’ influence may depend on the level of analysis (couple vs. individual), as well as the type of perceived fairness examined (self vs. spouse). Findings illustrate the importance of considering predictors at the dyadic level, as well as examining self-perceived fairness and spousal perceived fairness as separate constructs.
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20

Sudarsana, I. Ketut. "PENGARUH KARAKTER INDIVIDU DAN PERSEPSI KEADILAN PADA KINERJA KARYAWAN (Studi Kasus Pada Hotel Di Kota Denpasar)." Jurnal Ilmiah Hospitality Management 7, no. 2 (February 5, 2018): 101–10. http://dx.doi.org/10.22334/jihm.v7i2.6.

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Improving the quality of human resources can be done through the utilization of various functions and personnel activities to ensure that they will be absorbed in the world of hospitality. Employee performance is influenced by various factors including individual characters and their perception of fairness in working. The purpose of this research is to examine the influence of individual characters and perceptions of fairness on employee performance as well as to identify the state of individual characters and the perception of fairness to employee performance at the hotel in Denpasar. The results showed that individual character, and perception of fairness simultaneously have a significant effect on the performance of Hotel employees in Denpasar. Furthermore, partially individual characters, and the perception of fairness affect the performance of hotel employees in Denpasar. Because the perception of fairness has a dominant effect on employee performance, the management is expected to give sufficient attention to the amount of rewards received by the employee so that they are always motivated in doing every job that has become their duty. Giving authority in decisions, responses and good attention from superiors and the existence of a system of fair division of tasks should be maintained by the management in order to maintain the company performance.
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21

Heaton, Stephen. "FINALITY OR FAIRNESS?" Cambridge Law Journal 73, no. 3 (November 2014): 477–80. http://dx.doi.org/10.1017/s0008197314000919.

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THE finality of proceedings, resource constraints, a presumption of guilt, and the existence of the Criminal Cases Review Commission (“CCRC”) all combine to outweigh the principle of fairness for a convicted individual. Such was the stark conclusion of the Supreme Court in dismissing Kevin Nunn's application to force prosecution authorities to grant access to material which he believed would help him get his conviction quashed: R. (Nunn) v Chief Constable of Suffolk Constabulary [2014] UKSC 37, [2014] 3 W.L.R. 77.
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22

Re, Richard. "Fourth Amendment Fairness." Michigan Law Review, no. 116.8 (2018): 1409. http://dx.doi.org/10.36644/mlr.116.8.fourth.

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Fourth Amendment doctrine is attentive to a wide range of interests, including security, informational privacy, and dignity. How should courts reconcile these competing concerns when deciding which searches and seizures are “unreasonable”? Current doctrine typically answers this question by pointing to interest aggregation: the various interests at stake are added up, placed on figurative scales, and compared, with the goal of promoting overall social welfare. But interest aggregation is disconnected from many settled doctrinal rules and leads to results that are unfair for individuals. The main alternative is originalism; but historical sources themselves suggest that the Fourth Amendment calls for new moral reasoning. This Article argues that the Fourth Amendment’s prohibition on “unreasonable searches and seizures” is best understood, at least in large part, as a requirement that police investigation be fair in the sense of being authorized by principles that no rights holder could reasonably reject. This approach is inspired by “contractualist” moral philosophy and has several advantages. It tracks widely held moral intuitions, comports with the Fourth Amendment’s historical meaning, and resonates with underappreciated currents in extant case law. In attending to the perspectives of individuals, contractualism generates rights that are not subject to interest aggregation. At the same time, contractualism suggests a principled way to address new Fourth Amendment questions, consistent with courts’ institutional role. A contractualist approach to Fourth Amendment fairness suggests many ways to refine or reform current doctrine. In terms of refinements, the contractualist approach gives moral content to the notion of “individualized suspicion” by showing when searches and seizures can be justified by a principle of individual responsibility. Contractualism also draws attention to other justifying principles, such as a protection principle, and so explains how and when suspicionless searches and seizures are reasonable. Finally, the contractualist approach identifies areas where current Fourth Amendment doctrine is decidedly unfair and ripe for reform, such as when courts limit rights to avoid diffuse litigation costs, overemphasize “reasonable expectations of privacy,” and ignore the unreasonableness of racial discrimination.
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23

Kügelgen, Julius von, Amir-Hossein Karimi, Umang Bhatt, Isabel Valera, Adrian Weller, and Bernhard Schölkopf. "On the Fairness of Causal Algorithmic Recourse." Proceedings of the AAAI Conference on Artificial Intelligence 36, no. 9 (June 28, 2022): 9584–94. http://dx.doi.org/10.1609/aaai.v36i9.21192.

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Algorithmic fairness is typically studied from the perspective of predictions. Instead, here we investigate fairness from the perspective of recourse actions suggested to individuals to remedy an unfavourable classification. We propose two new fair-ness criteria at the group and individual level, which—unlike prior work on equalising the average group-wise distance from the decision boundary—explicitly account for causal relationships between features, thereby capturing downstream effects of recourse actions performed in the physical world. We explore how our criteria relate to others, such as counterfactual fairness, and show that fairness of recourse is complementary to fairness of prediction. We study theoretically and empirically how to enforce fair causal recourse by altering the classifier and perform a case study on the Adult dataset. Finally, we discuss whether fairness violations in the data generating process revealed by our criteria may be better addressed by societal interventions as opposed to constraints on the classifier.
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24

Tai, Tsui-o., and Janeen Baxter. "Perceptions of Fairness and Housework Disagreement: A Comparative Analysis." Journal of Family Issues 39, no. 8 (February 19, 2018): 2461–85. http://dx.doi.org/10.1177/0192513x18758346.

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This article uses data from couples in 29 nations to investigate the associations between household divisions of labor, perceptions of housework fairness, and frequency of housework disagreement. We extend previous studies by hypothesizing that perceptions of fairness mediate the relationship between household division of labor and housework disagreement. We also hypothesize that the association between perceptions of fairness and housework disagreement will be stronger for women than men and will be influenced by both individual characteristics and macro-level context. The results support our hypotheses, showing that individuals’ relative resources and macro-level factors such as the female–male earned income ratio strengthen the relationship between perceptions of fairness and housework disagreement. We conclude that relative economic resources between genders at the micro- and macro-level shape the extent to which subjective perceptions of fairness are associated with housework disagreement.
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25

Barry, Laurence. "Insurance, Big Data and Changing Conceptions of Fairness." European Journal of Sociology 61, no. 2 (July 6, 2020): 159–84. http://dx.doi.org/10.1017/s0003975620000089.

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AbstractThis paper aims to show how insurance mechanisms that historically propelled a conception of fairness based on solidarity and a collective approach shifted along the 20th century towards an idealistic adjustment to individual risk. Insurance originally assumed that, while individual hazards remained unknown, risk could be measured and managed on the aggregate. An examination of the proceedings of the American Casualty Actuarial Society (CAS) during the 20th century demonstrates the slow crystallization of another conception of fairness, that aims at a scientific adjustment of insurance premiums to actual “individual risks.” I argue that this conception of fairness deconstructs the one based on solidarity. Big data technologies have further radicalized this shift. By aiming at predictive individual risk scores rather than average costs estimated on the aggregate, the algorithms contribute to replacing fairness as solidarity by the correctness of a computation.
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26

Rerkjirattikal, Pavinee, Van-Nam Huynh, Sun Olapiriyakul, and Thepchai Supnithi. "A Goal Programming Approach to Nurse Scheduling with Individual Preference Satisfaction." Mathematical Problems in Engineering 2020 (November 22, 2020): 1–11. http://dx.doi.org/10.1155/2020/2379091.

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The use of scheduling optimization tools is essential in creating an efficient nurse shift-rotation schedule. A well-designed nurse scheduling technique can improve nurses’ job satisfaction and their intention to stay. This study develops a goal programming approach to nurse scheduling that simultaneously considers workload fairness and individual preferences on working shift and day off assignments. A case study of an operating room at a hospital in Thailand is used to illustrate the model capabilities for solving an actual nurse scheduling problem. The job satisfaction factors defined based on an interview and questionnaire survey are integrated into the model. When compared against the manual scheduling result, the optimal schedules can be implemented to improve the nurse’s perception of fairness and preference satisfaction. The analysis of fairness and multiple individual preferences based on a case study investigation is the main contribution of this study.
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27

SEGEV, RE'EM. "Hierarchical Consequentialism." Utilitas 22, no. 3 (July 30, 2010): 309–30. http://dx.doi.org/10.1017/s0953820810000221.

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The article considers a hierarchical theory that combines concern for two values: individual well-being – as a fundamental, first-order value – and (distributive) fairness – as a high-order value whose exclusive function is to complete the value of individual well-being by resolving internal clashes within it that occur in interpersonal conflicts. The argument for this unique conception of high-order fairness is that fairness is morally significant in itself only regarding what matters – individual well-being – and when it matters – in interpersonal conflicts in which constitutive aspects of individual well-being clash. Consequently, the proposed theory is not exposed to the claim that fairness comes at the expense of welfare. This theory is considered within a consequential framework, based on the standard version and, alternatively, on a novel interpretation of consequentialism. Thus, it refutes the claim that consequentialism does not take the distinction between persons seriously.
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28

Tsoi, Lily, and Katherine McAuliffe. "Individual Differences in Theory of Mind Predict Inequity Aversion in Children." Personality and Social Psychology Bulletin 46, no. 4 (August 26, 2019): 559–71. http://dx.doi.org/10.1177/0146167219867957.

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Early in human development, children react negatively to receiving less than others, and only later do they show a similar aversion to receiving more. We tested whether theory of mind (ToM) can account for this developmental shift we see in middle childhood. We conducted a face-to-face fairness task that involved a ToM manipulation, measured individual differences in ToM, and collected parent-ratings of children’s empathy, a construct related to ToM. We find that greater ToM capacities lead to more rejections of unequal offers, regardless of the direction of inequality, demonstrating that children with greater ToM are more likely to engage in costly compliance with fairness norms. Moreover, drawing attention to mental states sufficiently elicits aversion to advantageous inequity in younger children. These findings contribute to our growing understanding that people’s concerns for fairness rely not just on their own thoughts and beliefs but on the thoughts, beliefs, and expectations of others.
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29

Kerkmann, Anna Maria, Nhan-Tam Nguyen, and Jörg Rothe. "Local fairness in hedonic games via individual threshold coalitions." Theoretical Computer Science 877 (July 2021): 1–17. http://dx.doi.org/10.1016/j.tcs.2021.03.027.

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30

Bazerman, Max H., Sally Blount White, and George F. Loewenstein. "Perceptions of Fairness in Interpersonal and Individual Choice Situations." Current Directions in Psychological Science 4, no. 2 (April 1995): 39–43. http://dx.doi.org/10.1111/1467-8721.ep10770996.

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31

Trautmann, Stefan T. "Individual fairness in Harsanyi’s utilitarianism: operationalizing all-inclusive utility." Theory and Decision 68, no. 4 (April 17, 2008): 405–15. http://dx.doi.org/10.1007/s11238-008-9104-4.

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32

Farwell, Lisa, and Bernard Weiner. "Self-Perceptions of Fairness in Individual and Group Contexts." Personality and Social Psychology Bulletin 22, no. 9 (September 1996): 868–81. http://dx.doi.org/10.1177/0146167296229002.

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33

Daley, Dennis M. "The Path to Performance Rewards: Perceptions Among Federal Employees on the Promise of Performance Appraisal." Compensation & Benefits Review 49, no. 3 (June 2017): 161–76. http://dx.doi.org/10.1177/0886368718794709.

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Performance rewards are designed to incentivize individuals to obtain productivity. The performance appraisal process represents the organization’s efforts to introduce a formal plan alignment directing individual efforts. Performance appraisal techniques, for example, instrument, accountability, individual goals and priorities and training and development, should be perceived by federal employees as influencing the obtainment of organizational goals through extrinsic rewards. Using data from the 2013 Federal Employee Viewpoint Survey, regression analyses on perceptions of performance rewards are conducted with the performance appraisal process (appraisal fairness and accuracy, accountability for results, designated goals and priorities, feedback and training and development). The performance appraisal fairness and accuracy feedback and training demonstrate moderate effects.
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34

Alesina, Alberto, and George-Marios Angeletos. "Fairness and Redistribution." American Economic Review 95, no. 4 (August 1, 2005): 960–80. http://dx.doi.org/10.1257/0002828054825655.

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Different beliefs about the fairness of social competition and what determines income inequality influence the redistributive policy chosen in a society. But the composition of income in equilibrium depends on tax policies. We show how the interaction between social beliefs and welfare policies may lead to multiple equilibria or multiple steady states. If a society believes that individual effort determines income, and that all have a right to enjoy the fruits of their effort, it will choose low redistribution and low taxes. In equilibrium, effort will be high and the role of luck will be limited, in which case market outcomes will be relatively fair and social beliefs will be self-fulfilled. If, instead, a society believes that luck, birth, connections, and/or corruption determine wealth, it will levy high taxes, thus distorting allocations and making these beliefs self-sustained as well. These insights may help explain the cross-country variation in perceptions about income inequality and choices of redistributive policies.
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35

Chiappa, Silvia. "Path-Specific Counterfactual Fairness." Proceedings of the AAAI Conference on Artificial Intelligence 33 (July 17, 2019): 7801–8. http://dx.doi.org/10.1609/aaai.v33i01.33017801.

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We consider the problem of learning fair decision systems from data in which a sensitive attribute might affect the decision along both fair and unfair pathways. We introduce a counterfactual approach to disregard effects along unfair pathways that does not incur in the same loss of individual-specific information as previous approaches. Our method corrects observations adversely affected by the sensitive attribute, and uses these to form a decision. We leverage recent developments in deep learning and approximate inference to develop a VAE-type method that is widely applicable to complex nonlinear models.
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36

Yuliana, Andika, and Indriyana Puspitosari. "Ex Ante Ethical Perceptions Of Individual Taxpayers Regarding Tax Evasion." Social Science Studies 1, no. 1 (June 30, 2021): 001–12. http://dx.doi.org/10.47153/sss11.1772021.

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In the theory of planned behavior, a person's perception will determine his attitude. Likewise, one's perception of tax evasion will affect one's compliance in taxation. This study aims to examine the effect of tax fairness, tax culture, love of money and gender on the perception of individual taxpayers on the ethics of tax evasion. This study uses individual taxpayer respondents from KP2KP Sragen, amounting to 80 people. The data analysis technique used is multiple regression analysis. The results show that if tax fairness and tax culture increase, the perception of taxpayers regarding the ethics of tax evasion will decrease. which then encourages individual taxpayers to not comply in carrying out their tax obligations.
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Caines, Jade, Beatrice L. Bridglall, and Madhabi Chatterji. "Understanding validity and fairness issues in high-stakes individual testing situations." Quality Assurance in Education 22, no. 1 (January 28, 2014): 5–18. http://dx.doi.org/10.1108/qae-12-2013-0054.

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Purpose – This policy brief discusses validity and fairness issues that could arise when test-based information is used for making “high stakes” decisions at an individual level, such as, for the certification of teachers or other professionals, or when admitting students into higher education programs and colleges, or for making immigration-related decisions for prospective immigrants. To assist test developers, affiliated researchers and test users enhance levels of validity and fairness with these particular types of test score interpretations and uses, this policy brief summarizes an “argument-based approach” to validation given by Kane. Design/methodology/approach – This policy brief is based on a synthesis of conference proceedings and review of selected pieces of extant literature. To that synthesis, the authors add practitioner-friendly examples with their own analysis of key issues. They conclude by offering recommendations for test developers and test users. Findings – The authors conclude that validity is a complex and evolving construct, especially when considering issues of fairness in individual testing contexts. Kane's argument-based approach offers an accessible framework through which test makers can accumulate evidence to evaluate inferences and arguments related to decisions to be made with test scores. Perspectives of test makers, researchers, test takers and decision-makers must all be incorporated into constructing coherent “validity arguments” to guide the test development and validation processes. Originality/value – Standardized test use for individual-level decisions is gradually spreading to various regions of the world, but understandings of validity are still uneven among key stakeholders of such testing programs. By translating complex information on test validation, validity and fairness issues with all concerned stakeholders in mind, this policy brief attempts to address the communication gaps noted to exist among these groups by Kane.
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Kim, Tae-Yeol, Jie Wang, Tingting Chen, Yue Zhu, and Rui Sun. "Equal or equitable pay? Individual differences in pay fairness perceptions." Human Resource Management 58, no. 2 (October 12, 2018): 169–86. http://dx.doi.org/10.1002/hrm.21944.

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Hu, Xinmu, and Xiaoqin Mai. "Social value orientation modulates fairness processing during social decision-making: evidence from behavior and brain potentials." Social Cognitive and Affective Neuroscience 16, no. 7 (March 26, 2021): 670–82. http://dx.doi.org/10.1093/scan/nsab032.

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Abstract Social value orientation (SVO) characterizes stable individual differences by an inherent sense of fairness in outcome allocations. Using the event-related potential (ERP), this study investigated differences in fairness decision-making behavior and neural bases between individuals with prosocial and proself orientations using the Ultimatum Game (UG). Behavioral results indicated that prosocials were more prone to rejecting unfair offers with stronger negative emotional reactions compared with proselfs. ERP results revealed that prosocials showed a larger P2 when receiving fair offers than unfair ones in a very early processing stage, whereas such effect was absent in proselfs. In later processing stages, although both groups were sensitive to fairness as reflected by an enhanced medial frontal negativity (MFN) for unfair offers and a larger P3 for fair offers, prosocials exhibited a stronger fairness effect on these ERP components relative to proselfs. Furthermore, the fairness effect on the MFN mediated the SVO effect on rejecting unfair offers. Findings regarding emotional experiences, behavioral patterns and ERPs provide compelling evidence that SVO modulates fairness processing in social decision-making, whereas differences in neural responses to unfair vs fair offers as evidenced by the MFN appear to play important roles in the SVO effect on behavioral responses to unfairness.
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Lim, Chae Un, Alan J. Dubinsky, and Michael Levy. "A Psychometric Assessment of a Scale to Measure Organizational Fairness." Psychological Reports 63, no. 1 (August 1988): 211–24. http://dx.doi.org/10.2466/pr0.1988.63.1.211.

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Equity theory posits that an individual perceives equity or inequity in a work situation on the basis of organizational fairness. The concept of organizational fairness is a multidimensional construct that has evolved from research directed at developing measures and identifying dimensions of perceived equity. This paper presents the results of an empirical assessment of the psychometric properties of a scale designed to measure organizational fairness.
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Grupen, Niko A., Bart Selman, and Daniel D. Lee. "Cooperative Multi-Agent Fairness and Equivariant Policies." Proceedings of the AAAI Conference on Artificial Intelligence 36, no. 9 (June 28, 2022): 9350–59. http://dx.doi.org/10.1609/aaai.v36i9.21166.

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We study fairness through the lens of cooperative multi-agent learning. Our work is motivated by empirical evidence that naive maximization of team reward yields unfair outcomes for individual team members. To address fairness in multi-agent contexts, we introduce team fairness, a group-based fairness measure for multi-agent learning. We then prove that it is possible to enforce team fairness during policy optimization by transforming the team's joint policy into an equivariant map. We refer to our multi-agent learning strategy as Fairness through Equivariance (Fair-E) and demonstrate its effectiveness empirically. We then introduce Fairness through Equivariance Regularization (Fair-ER) as a soft-constraint version of Fair-E and show that it reaches higher levels of utility than Fair-E and fairer outcomes than non-equivariant policies. Finally, we present novel findings regarding the fairness-utility trade-off in multi-agent settings; showing that the magnitude of the trade-off is dependent on agent skill.
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Huang, Wen, Lu Zhang, and Xintao Wu. "Achieving Counterfactual Fairness for Causal Bandit." Proceedings of the AAAI Conference on Artificial Intelligence 36, no. 6 (June 28, 2022): 6952–59. http://dx.doi.org/10.1609/aaai.v36i6.20653.

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In online recommendation, customers arrive in a sequential and stochastic manner from an underlying distribution and the online decision model recommends a chosen item for each arriving individual based on some strategy. We study how to recommend an item at each step to maximize the expected reward while achieving user-side fairness for customers, i.e., customers who share similar profiles will receive a similar reward regardless of their sensitive attributes and items being recommended. By incorporating causal inference into bandits and adopting soft intervention to model the arm selection strategy, we first propose the d-separation based UCB algorithm (D-UCB) to explore the utilization of the d-separation set in reducing the amount of exploration needed to achieve low cumulative regret. Based on that, we then propose the fair causal bandit (F-UCB) for achieving the counterfactual individual fairness. Both theoretical analysis and empirical evaluation demonstrate effectiveness of our algorithms.
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Allan, T. R. S. "Justice and Fairness in Law's Empire." Cambridge Law Journal 52, no. 1 (March 1993): 64–88. http://dx.doi.org/10.1017/s0008197300017244.

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Two important themes in Ronald Dworkin's work have contributed much to an understanding of Anglo-American law. He has insisted on the inter-connection between law and morality, emphasising the role of the judge's political morality in his judgments about the law. He has also argued that individual rights should be understood as anti-utilitarian or anti-majoritarian in character: they operate as constraints on majority decisions about the public interest or general welfare. In combination, these theories have provided an explanation of the legitimacy, in a democracy, of leaving undeniably “political” questions to unelected judges. Judges determine legal rights by applying (legal and political) principle. Matters of policy—understood as raising questions of the general welfare or the public interest— are primarily the concern of the other branches of government. Though policy questions are of concern to judges in the context of statutory construction, where the courts must decide what the legislature has in its wisdom enacted, it is their creative and evaluative role in respect of principle—concerning the moral and legal rights of individuals—which is the hallmark of adjudication, properly understood.1
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Ngadiman, Celine Meidita,. "PERSEPSI WAJIB PAJAK ORANG PRIBADI DI JAKARTA TERHADAP PENGGELAPAN PAJAK (TAX EVASION)." Jurnal Paradigma Akuntansi 2, no. 2 (April 9, 2020): 936. http://dx.doi.org/10.24912/jpa.v2i2.7677.

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The success of self-assessment system is voluntary compliance with the tax laws. The purposes of this study are to examine the relationship between tax knowledge, tax fairness, law enforcement level towards tax evasion behavior of registered individual taxpayers in KPP DKI Jakarta. Type of this research is quantitative research by using primary data. Sampling was done using purposive sampling with 90 individual taxpayers respondent in Jakarta. The result of double regression test shows that the impact of tax knowledge, tax fairness, and law enforcement level simultaneously affect to the tax evasion behavior. Three independent variables affect the dependent variable is 34,1%, which means 34,1% variation from tax evasion explained by tax knowledge, tax fairness, and law enforcement level.
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Li, Qing, Songtao Li, Yanling Zhang, Xiaojie Chen, and Shuo Yang. "Social norms of fairness with reputation-based role assignment in the dictator game." Chaos: An Interdisciplinary Journal of Nonlinear Science 32, no. 11 (November 2022): 113117. http://dx.doi.org/10.1063/5.0109451.

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A vast body of experiments share the view that social norms are major factors for the emergence of fairness in a population of individuals playing the dictator game (DG). Recently, to explore which social norms are conducive to sustaining cooperation has obtained considerable concern. However, thus, far few studies have investigated how social norms influence the evolution of fairness by means of indirect reciprocity. In this study, we propose an indirect reciprocal model of the DG and consider that an individual can be assigned as the dictator due to its good reputation. We investigate the “leading eight” norms and all second-order social norms by a two-timescale theoretical analysis. We show that when role assignment is based on reputation, four of the “leading eight” norms, including stern judging and simple standing, lead to a high level of fairness, which increases with the selection intensity. Our work also reveals that not only the correct treatment of making a fair split with good recipients but also distinguishing unjustified unfair split from justified unfair split matters in elevating the level of fairness.
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46

Holstad, Torsten J., Thomas Rigotti, and Kathleen Otto. "Prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz." Zeitschrift für Arbeits- und Organisationspsychologie A&O 57, no. 4 (October 2013): 163–76. http://dx.doi.org/10.1026/0932-4089/a000120.

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Die vorliegende Studie untersucht prozedurale Fairness als Mediator zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz, konzeptualisiert als emotionale Erschöpfung und kognitive Irritation. In einer Querschnittstudie in Deutschland, Finnland und Schweden wurden Mehrebenendaten von 2092 Beschäftigten aus 271 Teams erhoben. Prozedurale Fairness konnte als ein Mediator des Zusammenhangs zwischen transformationaler Führung und psychischer Beanspruchung am Arbeitsplatz auf individueller Ebene bestätigt werden (Effekt und Mediation auf individueller Ebene). Zusätzlich konnte ein indirekter Effekt eines transformalen Führungsklimas über die individuelle Wahrnehmung prozeduraler Fairness und auch über ein Klima prozeduraler Fairness auf die psychische Beanspruchung am Arbeitsplatz bestätigt werden (indirekter Effekt auf Individual- und Teamebene). Dabei wurde für die individuelle Führungseinschätzung und bei indirektem Effekt auf Teamebene auch für individuelle Fairnesseinschätzungen kontrolliert. Die Ergebnisse unterstreichen die Bedeutung prozeduraler Fairness für die Gesundheit von Beschäftigten und zeigen, dass prozedurale Fairness nicht nur ein individuelles Phänomen ist.
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Santos, Vanderlei dos, Ilse Maria Beuren, and Leandro Marques. "Fair design and use of the budgetary process and managerial performance." Revista Contabilidade & Finanças 32, no. 85 (April 2021): 29–45. http://dx.doi.org/10.1590/1808-057x202010750.

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ABSTRACT This study analyzes the impacts of the fair design and use of the budgetary process, from the perspectives of formal and informal justice, on fairness judgments, on budgetary participation, and on managerial performance. Complementarily, it also analyzes the mediating effect. Research on the impacts of budgetary participation on managerial performance presents conflicting and inconclusive evidence. The studies on organizational justice, in turn, mainly focus on individual perceptions of justice, from a descriptive and perceptual perspective, not considering the normative approach, and treating justice rules and fairness judgments as synonymous. That segregation is relevant as it reinforces the importance of the fair design and use of the budgetary process, going beyond considering individual fairness judgments. The research revealed that the fair design and use of the budgetary process influence managerial performance; however, the individual perception of justice (fairness judgments) did not exert a direct influence. These findings are relevant because they highlight the impacts of justice in terms of the effects that a system generates, not only considering individual perceptions. A survey was conducted with a random sample of 110 managers chosen using the LinkedIn social network. For the data analysis, the structural equations modeling technique was applied. The study contributes to the literature that examines behavioral aspects of the relationship between budgetary participation and managerial performance, by seeking to understand in which conditions budgetary participation results in better performance. In this research, these relationships are analyzed in light of the foundations of justice, from the perspective of justice rules and fairness judgments. The evidence suggests that budgetary participation affects managerial performance when it results from the fair design and use of the budgetary process.
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Schmid, Sara, Rudolf Vetschera, and Judit Lienert. "Testing Fairness Principles for Public Environmental Infrastructure Decisions." Group Decision and Negotiation 30, no. 3 (February 15, 2021): 611–40. http://dx.doi.org/10.1007/s10726-021-09725-2.

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AbstractPublic infrastructure decisions affect many stakeholders with various benefits and costs. For public decisions, it is crucial that decision-making processes and outcomes are fair. Fairness concepts have rarely been explored in public infrastructure planning. We close this gap for a global issue of growing importance: replacing sewer-based, centralized by decentralized wastewater systems. We empirically study fairness principles in this policy-relevant context, and identify possible influencing factors in a representative online survey of 472 Swiss German residents. In a transition phase, innovative, decentralized pilot wastewater systems are installed in households. We designed two vignettes for this context to test the adhesion to principles of distributive justice—equality, equity, and need—at individual and community levels. A third vignette tests procedural justice with increasing fulfilment of fair process criteria. The results confirm our hypotheses: equity is perceived as fairer than equality at individual and collective levels. Contrary to expectations and literature, need is perceived as even fairer than equity. Procedural justice results confirm literature, e.g., the majority (92%) of respondents deems a policy fair that includes them in decision-making. Only few demographic and explanatory factors are significantly correlated with respondents’ fairness perceptions. Although unexpected, this is positive, implying that introducing decentralized wastewater technology can be designed for the entire population independent of characteristics of individuals. Generally, our results confirm literature: fairness perceptions depend on the circumstances. Hence, they should be elicited in the exact application context to be able to enter negotiation processes and provide concrete advice to decision makers.
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Tao, Yang, and Peng Huang. "MPTCP Congestion Control Algorithm Based on the Fairness of Bottleneck." Applied Mechanics and Materials 556-562 (May 2014): 3995–4000. http://dx.doi.org/10.4028/www.scientific.net/amm.556-562.3995.

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Mobile devices equipped with multiple network interfaces can increase their throughput by making use of parallel transmissions over multiple paths and bandwidth aggregation, enabled by the multipath Transport Control Protocol (MPTCP). However, the existing MPTCP congestion control algorithm adopt a relatively strict definition of the fairness, although to some extent could ensure the fairness of traditional TCP connections, but the total throughput of MPTCP will be limited, which can not make full use of network resources. To solve this problem, this paper propose a congestion control algorithm (FBCC) based on the fairness of bottleneck. The core idea of FBCC is to set up individual fairness factor for each shared bottleneck. NS3 simulation results show that FBCC algorithm not only solves the problem of fairness, but also effectively improve the total throughput of MPTCP connection.
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Stefan, Radu, and George Carutasu. "A Validation Model for Ethical Decisions in Artificial Intelligence Systems using Personal Data." MATEC Web of Conferences 343 (2021): 07016. http://dx.doi.org/10.1051/matecconf/202134307016.

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Decision making, a fundamental human process, has been more and more supported by computer systems in the second part of the last century. In the 21st century, intelligent decision support systems utilize Artificial Intelligence (AI) techniques to enhance and improve support for decision makers. Often decisions suggested by an AI system are based on personal data, such as credit scoring in financial institutions or purchase behavior in online shops and the like. Beyond the protection or personal data by the General Data Protection Regulation (GDPR), developers and operators of decisional AI systems need to ensure ethical standards are met. In respect to individuals, arguably the most relevant ethical aspect is the fairness principle, to ensure individuals are treated fairly. In this paper we present an evaluation model for decision ethicality of AI systems in respect to the fairness principle. The presented model treats any AI system as a “black-box”. It separates sensitive from general attributes in the input matrix. The model measures the distance between predicted values on altering inputs for sensitive attributes. The variance of the outputs is interpreted as individual fairness, that is treating similar individuals similarly. In addition, the model also informs about the group fairness. The validation model helps to determine to what extent an AI System, decides fairly in general for individuals and groups, thus can be used as a test tool in development and operation of AI Systems using personal data.
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