Justice, gender and employee cognitive outcomes
- Publisher:
- Australian Industrial and Organisational Psychology
- Publication Type:
- Conference Proceeding
- Citation:
- Australian Industrial and Organisational Psychology Conference, 2009, pp. 80 - 84
- Issue Date:
- 2009-01
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| Filename | Description | Size | |||
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This study used the four factor model of organizational justice to investigate gender differences in the employee outcome cognitive variables of job satisfaction, commitment and turnover intentions. Survey respondents were 301 male and 147 female currently working employees in a variety of occupations. Structural equation modeling was used for the analyses. There were significant relationships from distributive justice to job satisfaction and commitment for both men and women. Informational justice significantly predicted job satisfaction. For women, informational justice predicted commitment and turnover intentions. Procedural justice predicted turnover intentions and interpersonal justice predicted commitment for men. Gender differences were found for procedural, interpersonal and informational justices. Men and women gave differing responses to justice perceptions, implying consideration of a range of views when allocation decisions are made and communicated. For both genders, distributive and informational justices play a central role in predicting employee outcomes, although the other justice types also have an effect for males. Justice had a diffuse effect for males, but not females.
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