English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

Three modes of salary distribution have been advanced by distributive justice theoreticians: equality, equity, and need. This study is part of a broader research whose first part has already been published. In that first part 480 employees from Buenos Aires, Argentina, were asked to advise their managers on the amount of a premium to be distributed among their subordinates, considering, with regard to equity, the performance of these subordinates, their degree of adherence to certain discriminatory orders, and the reasons of this adherence/rebellion. These subordinates were characterized by their performance and one of them was defined as obedient (or disobedient) and as being in financial need (or not). The results showed that the most productive employees received the largest premiums, rebellious ones were penalized, and obedient ones were rewarded in an identical manner. The second part, which is discussed here and is based on the same sample, examined the advisors' responses to 3 complementary questions about the importance ascribed to performance, need, and obedience. Factorial ANOVAs show that advisors are rarely aware of these criteria, especially performance and economic need.

psykhe

¿Los Asesores de los Managers Son Conscientes de los Factores Determinantes en sus Sugerencias Sobre Distribución de Primas? Un Estudio Sobre Justicia Distributiva