When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace.
Based on the substitutability of self-evaluation maintenance (SEM) mechanisms (Tesser, 2000), this paper aims to investigate the potential moderating effect of procedural fairness on SEM processes affecting employees’ positive self-evaluation in the workplace. 80 Singapore citizens working in variou...
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| Other Authors: | |
| Format: | Final Year Project (FYP) |
| Language: | English |
| Published: |
2012
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| Online Access: | http://hdl.handle.net/10356/50382 |
| _version_ | 1826114492376809472 |
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| author | Lim, Yu Sin. |
| author2 | School of Humanities and Social Sciences |
| author_facet | School of Humanities and Social Sciences Lim, Yu Sin. |
| author_sort | Lim, Yu Sin. |
| collection | NTU |
| description | Based on the substitutability of self-evaluation maintenance (SEM) mechanisms (Tesser, 2000), this paper aims to investigate the potential moderating effect of procedural fairness on SEM processes affecting employees’ positive self-evaluation in the workplace. 80 Singapore citizens working in various local financial institutions participated in this study. They were mostly Chinese (95%) and young (mean age 28.1), of which 45 were males and 35 were females. Fundamentally, this study has confirmed the attenuating effect of psychological closeness on procedural fairness in altering performance self-esteem. Sadly, the predicted interaction between procedural fairness and goal relevance of a given verbal creativity test on self-reported state-dependent performance self-esteem was not supported. Participants exhibited greater performance self-esteem after engaging in goal-relevant task than goal-irrelevant task on average. This was contrary to SEM predictions. Notably, this effect of goal relevance was only pronounced when individuals were exposed to unfair procedure. Participants exposed to either fair or unfair procedures did not differ substantially in terms of performance self-esteem. Surprisingly, participants presented with procedural criteria (exposed to fair and unfair procedures) indicated considerably lower performance self-esteem than those denied of procedural criteria (control). Implications of these results and directions for future research were discussed. |
| first_indexed | 2024-10-01T03:40:02Z |
| format | Final Year Project (FYP) |
| id | ntu-10356/50382 |
| institution | Nanyang Technological University |
| language | English |
| last_indexed | 2024-10-01T03:40:02Z |
| publishDate | 2012 |
| record_format | dspace |
| spelling | ntu-10356/503822019-12-10T13:26:39Z When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. Lim, Yu Sin. School of Humanities and Social Sciences Olwen Anna Bedford DRNTU::Social sciences::Psychology Based on the substitutability of self-evaluation maintenance (SEM) mechanisms (Tesser, 2000), this paper aims to investigate the potential moderating effect of procedural fairness on SEM processes affecting employees’ positive self-evaluation in the workplace. 80 Singapore citizens working in various local financial institutions participated in this study. They were mostly Chinese (95%) and young (mean age 28.1), of which 45 were males and 35 were females. Fundamentally, this study has confirmed the attenuating effect of psychological closeness on procedural fairness in altering performance self-esteem. Sadly, the predicted interaction between procedural fairness and goal relevance of a given verbal creativity test on self-reported state-dependent performance self-esteem was not supported. Participants exhibited greater performance self-esteem after engaging in goal-relevant task than goal-irrelevant task on average. This was contrary to SEM predictions. Notably, this effect of goal relevance was only pronounced when individuals were exposed to unfair procedure. Participants exposed to either fair or unfair procedures did not differ substantially in terms of performance self-esteem. Surprisingly, participants presented with procedural criteria (exposed to fair and unfair procedures) indicated considerably lower performance self-esteem than those denied of procedural criteria (control). Implications of these results and directions for future research were discussed. Bachelor of Arts 2012-06-01T07:17:16Z 2012-06-01T07:17:16Z 2012 2012 Final Year Project (FYP) http://hdl.handle.net/10356/50382 en Nanyang Technological University 63 p. application/pdf |
| spellingShingle | DRNTU::Social sciences::Psychology Lim, Yu Sin. When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title | When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title_full | When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title_fullStr | When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title_full_unstemmed | When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title_short | When does self-evaluation experience its ups and downs? : the role of procedural fairness in the workplace. |
| title_sort | when does self evaluation experience its ups and downs the role of procedural fairness in the workplace |
| topic | DRNTU::Social sciences::Psychology |
| url | http://hdl.handle.net/10356/50382 |
| work_keys_str_mv | AT limyusin whendoesselfevaluationexperienceitsupsanddownstheroleofproceduralfairnessintheworkplace |