Let’s wrap up our discussion on the Martinson et al. paper, “Scientists’ Perceptions of Organizational Justice and Self-Reported Misbehaviors”. [1] You’ll recall that the research in this paper examined three hypotheses about academic scientists:
Hypothesis 1: The greater the perceived distributive injustice in science, the greater the likelihood of a scientist engaging in misbehavior. (51)
Hypothesis 2: The greater the perceived procedural injustice in science, the greater the likelihood of a scientist engaging in misbehavior. (52)
Hypothesis 3: Perceptions of injustice are more strongly associated with misbehavior among those for whom the injustice represents a more serious threat to social identity (e.g., early-career scientists, female scientists in traditionally male fields). (52)
We’ve already looked at the methodological details of the study. We’ve also examined the findings Martinson et al. reported. (In short, they found that early-career and mid-career scientists reported more procedural injustice than distributive injustice; that early-career scientists who perceived high levels of distributive injustice were somewhat more likely to report engaging in misbehavior than those who did not; that misbehavior was most likely from mid-career scientists with high intrinsic drive who perceived a high level of procedural injustice; and that female scientists were less likely to engage in misbehavior than male scientists.)
In this post, we’re going to consider what these findings mean, and what larger conclusions can be drawn from them.