Openly accessible

Gender differences in organizational justice predicting the key employee outcomes of organizational commitment, job satisfaction and turnover intention

Jepsen, Denise M. and Rodwell, John 2007, Gender differences in organizational justice predicting the key employee outcomes of organizational commitment, job satisfaction and turnover intention, in ANZAM 2007 : Managing our intellectual and social capital, Promaco Conventions, Canning Bridge, W.A., pp. 1-16.

Attached Files
Name Description MIMEType Size Downloads
Jepsen-genderdifferences-2007.pdf Published version application/pdf 166.14KB 203

Title Gender differences in organizational justice predicting the key employee outcomes of organizational commitment, job satisfaction and turnover intention
Author(s) Jepsen, Denise M.
Rodwell, John
Conference name Australian and New Zealand Academy of Management Conference (21st : 2007 : Sydney, N.S.W.)
Conference location Sydney, N.S.W.
Conference dates 4-7 December 2007
Title of proceedings ANZAM 2007 : Managing our intellectual and social capital
Editor(s) Chapman, Ross
Publication date 2007
Conference series Australian and New Zealand Academy of Management Conference
Start page 1
End page 16
Total pages 16
Publisher Promaco Conventions
Place of publication Canning Bridge, W.A.
Keyword(s) attitudes
job & work design
Summary 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.
Notes Reproduced with the specific permission of the copyright owner.
ISBN 1863081402
9781863081405
Language eng
Field of Research 150305 Human Resources Management
HERDC Research category E1.1 Full written paper - refereed
Copyright notice ©2007, ANZAM
Persistent URL http://hdl.handle.net/10536/DRO/DU:30016763

Document type: Conference Paper
Collections: Deakin Graduate School of Business
Open Access Collection
Connect to link resolver
 
Unless expressly stated otherwise, the copyright for items in DRO is owned by the author, with all rights reserved.

Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.

Versions
Version Filter Type
Access Statistics: 725 Abstract Views, 203 File Downloads  -  Detailed Statistics
Created: Thu, 30 Jul 2009, 09:19:29 EST by Leanne Swaneveld

Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.