Gender difference in organization justice predicting the key employee

Denise M. Jepsen; John J. Rodwell

Gender difference in organization justice predicting the key employee

Research output: Chapter in Book/Report/Conference proceeding › Conference proceeding contribution

Abstract

All four types of organizational justice - distributive, procedural, interpersonal and informational were included in this study of gender differences, Both male and female respondents perceived the distributive-procedural justice and interpersonal-informational justice pairings similarly and weakly. Females consistently discriminated more clearly across the pairings, however. The effect of the four justices was also found to be gender-dependent. Males' perception of distributive justice directly predicted their turnover intentions and commitment to the organization, while females' perception of distributive justice predicted only job satisfaction. Males' perceptions of procedural and information justice both predicted job satisfaction. Females' informational justice perceptions predicted job satisfaction and commitment to the organization. The paper contributes to the literature by presenting results from all four justice types and the simultaneous use of the three outcomes of job satisfaction, organizational commitment and intention to quit. Overall, the males had a diffuse set of relationships between the justice types and the outcomes, whereas the relationships between the justice types and the outcomes for females tended more to follow a limited number of pathways. The study was validated with data collected on two separate occasions.

Original language	English
Title of host publication	Managing our intellectual and social capital
Subtitle of host publication	proceedings of the 21st ANZAM Conference, 4-7 December 2007, Sofitel Wentworth, Sydney
Editors	Ross Chapman
Place of Publication	Canning Bridge, W. A.
Publisher	Promaco Conventions
Pages	1-16
Number of pages	16
ISBN (Print)	1863081402
Publication status	Published - 2007
Event	Australian and New Zealand Academy of Management Conference (21st : 2007) - Sydney, Australia Duration: 4 Dec 2007 → 7 Dec 2007

Conference

Conference	Australian and New Zealand Academy of Management Conference (21st : 2007)
Country	Australia
City	Sydney
Period	4/12/07 → 7/12/07

Keywords

attitude
work and job design

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Jepsen, D. M., & Rodwell, J. J. (2007). Gender difference in organization justice predicting the key employee. In R. Chapman (Ed.), Managing our intellectual and social capital: proceedings of the 21st ANZAM Conference, 4-7 December 2007, Sofitel Wentworth, Sydney (pp. 1-16). Canning Bridge, W. A.: Promaco Conventions.

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title = "Gender difference in organization justice predicting the key employee",

abstract = "All four types of organizational justice - distributive, procedural, interpersonal and informational were included in this study of gender differences, Both male and female respondents perceived the distributive-procedural justice and interpersonal-informational justice pairings similarly and weakly. Females consistently discriminated more clearly across the pairings, however. The effect of the four justices was also found to be gender-dependent. Males' perception of distributive justice directly predicted their turnover intentions and commitment to the organization, while females' perception of distributive justice predicted only job satisfaction. Males' perceptions of procedural and information justice both predicted job satisfaction. Females' informational justice perceptions predicted job satisfaction and commitment to the organization. The paper contributes to the literature by presenting results from all four justice types and the simultaneous use of the three outcomes of job satisfaction, organizational commitment and intention to quit. Overall, the males had a diffuse set of relationships between the justice types and the outcomes, whereas the relationships between the justice types and the outcomes for females tended more to follow a limited number of pathways. The study was validated with data collected on two separate occasions.",

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author = "Jepsen, {Denise M.} and Rodwell, {John J.}",

year = "2007",

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Jepsen, DM & Rodwell, JJ 2007, Gender difference in organization justice predicting the key employee. in R Chapman (ed.), Managing our intellectual and social capital: proceedings of the 21st ANZAM Conference, 4-7 December 2007, Sofitel Wentworth, Sydney. Promaco Conventions, Canning Bridge, W. A., pp. 1-16, Australian and New Zealand Academy of Management Conference (21st : 2007), Sydney, Australia, 4/12/07.

Gender difference in organization justice predicting the key employee. / Jepsen, Denise M.; Rodwell, John J.

Managing our intellectual and social capital: proceedings of the 21st ANZAM Conference, 4-7 December 2007, Sofitel Wentworth, Sydney. ed. / Ross Chapman. Canning Bridge, W. A. : Promaco Conventions, 2007. p. 1-16.

Research output: Chapter in Book/Report/Conference proceeding › Conference proceeding contribution

TY - GEN

T1 - Gender difference in organization justice predicting the key employee

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AU - Rodwell, John J.

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AB - All four types of organizational justice - distributive, procedural, interpersonal and informational were included in this study of gender differences, Both male and female respondents perceived the distributive-procedural justice and interpersonal-informational justice pairings similarly and weakly. Females consistently discriminated more clearly across the pairings, however. The effect of the four justices was also found to be gender-dependent. Males' perception of distributive justice directly predicted their turnover intentions and commitment to the organization, while females' perception of distributive justice predicted only job satisfaction. Males' perceptions of procedural and information justice both predicted job satisfaction. Females' informational justice perceptions predicted job satisfaction and commitment to the organization. The paper contributes to the literature by presenting results from all four justice types and the simultaneous use of the three outcomes of job satisfaction, organizational commitment and intention to quit. Overall, the males had a diffuse set of relationships between the justice types and the outcomes, whereas the relationships between the justice types and the outcomes for females tended more to follow a limited number of pathways. The study was validated with data collected on two separate occasions.

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