Organizational justice and the perceived fairness of work-family programs and policy.
Item
-
Title
-
Organizational justice and the perceived fairness of work-family programs and policy.
-
Identifier
-
AAI9924819
-
identifier
-
9924819
-
Creator
-
Hubley, Jill.
-
Contributor
-
Adviser: Joel Lefkowitz
-
Date
-
1999
-
Language
-
English
-
Publisher
-
City University of New York.
-
Subject
-
Psychology, Industrial | Sociology, Industrial and Labor Relations
-
Abstract
-
This study examined the relationship between two major constructs, organizational justice (distributive and procedural justice) and affectivity. Organizational justice was investigated empirically in a new context: employees' perceptions of work-family programs. Although organizational justice typically has been studied in negative contexts, the findings demonstrate that the theory can be applied successfully to a situation that is inherently positive. In addition, findings show that integrating distributive and procedural justice items is more effective than including only one construct in the measurement of organizational justice. Finally, this study is believed to be the first organizational justice research that included a valid measure of both negative and positive affect. The findings demonstrate that affect is an important consideration when examining fairness. Studying perceptions of fairness of work-family programs also provides information about an initiative that is considered very important by many organizations.;One hundred and eighty-nine survey responses from individuals who work in varied organizations were analyzed. The survey included demographic questions and scales used in assessing affectivity, distributive and procedural perceptions of fairness of work-family programs, job satisfaction, organizational commitment, absenteeism, and turnover intention. Results suggest that positive and negative affectivity, but not demographics such as sex, marital and parental status, predicted perceptions of fairness. Perceptions of fairness served as a mediator, significantly predicting job satisfaction, organizational commitment and turnover intention. The variance in these three outcome variables was best explained when items measuring both distributive and procedural justice questions were included in the analyses. Theoretical and applied implications of these findings and study limitations are discussed and suggestions for future research are given.
-
Type
-
dissertation
-
Source
-
PQT Legacy CUNY.xlsx
-
degree
-
Ph.D.
