a Department of Developmental, Personality and Social Psychology, Ghent University, Ghent, Belgium; b Optentia House, North-West University, Vanderbijlpark campus, South Africa; c Department of Psychology, Stellenbosch University, Stellenbosch, South Africa; d Department of Industrial Psychology, University of the Western Cape, Bellville, South Africa; e Department of Early Childhood Development and Education, NorthWest University, Vanderbijlpark campus, South Africa; f School of Mathematics, Science and Technology Education, North-West University, Vanderbijlpark campus, South Africa; g Department of Sociology, Northwest University, Potchefstroom campus, South Africa; h School of Management Sciences, Northwest University, Mahikeng campus, South Africa; i Department of Industrial and Organisational Psychology with Labour Relations Management, Northwest University, Potchefstroom campus, South Africa

Abstract

Ethnic-cultural procedural fairness refers to the perception that societal actors use fair and unbiased procedures to make decisions vis-à-vis one's ethnic-cultural group. Prior research using ethniccultural minority samples has convincingly shown that such perceptions are associated with a range of desirable outcomes. Yet, this body of evidence has so far limited its scope to European and North American samples. Moreover, more research is needed on the underlying psychological processes. Therefore, the central aim of the present study was to investigate ethnic-cultural procedural fairness effects among three societal groups in South Africa. In Study 1 (N = 326 black South Africans), we observed relationships between ethnic-cultural fairness perceptions and positive institutional and intergroup attitudes. Institutional and social trust respectively mediated these associations. Study 2 (N = 747) replicated these findings among white (n = 595), but not among coloured South Africans (n = 152). Notably, across both studies, we also obtained evidence for moderation. That is, procedural fairness effects on institutional attitudes were significantly smaller among socioeconomically burdened black participants, and procedural fairness effects on intergroup attitudes were fully curbed among white participants who reported high levels of perceived group discrimination. Taken together, our results call for enhanced attention to procedural fairness obstacles outside of typical WEIRD settings.