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Using organizational justice to predict in-role and extra-role performance works in different ways for men relative to women

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conference contribution
posted on 2007-01-01, 00:00 authored by D Jepsen, John Rodwell
Distributive, procedural, interpersonal and informational justices were included in this study of gender differences in in-role and extra-role behavior. Distributive justice predicted performance, organizational commitment and OCB for men but only performance and job satisfaction for women. Procedural justice predicted job satisfaction for men and did not predict any outcomes for women. Informational justice predicted job satisfaction for both male and female respondents. Informational justice predicted female but not male organizational commitment and in-role performance. Interpersonal justice predicted male but not female organizational citizenship behavior. The study demonstrates important distinctions between the four organizational justice types and how men and women respond differently to those distinctions. The differences in the drivers of in-role performance between men and women may also have practical implications for managers. For example, distributive justice was a direct in-role performance driver for both genders, but informational justice provides an incremental direct effect for women.

History

Event

Australian and New Zealand Academy of Management Conference (21st : 2007 : Sydney, N.S.W.)

Pagination

1 - 17

Publisher

Promaco Conventions

Location

Sydney, N.S.W.

Place of publication

Canning Bridge, W.A.

Start date

2007-12-04

End date

2007-12-07

ISBN-13

9781863081405

ISBN-10

1863081402

Language

eng

Notes

Reproduced with the specific permission of the copyright owner.

Publication classification

E1.1 Full written paper - refereed; E Conference publication

Copyright notice

2007, ANZAM

Editor/Contributor(s)

R Chapman

Title of proceedings

ANZAM 2007 : Managing our intellectual and social capital

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