Gender and Employee Attitudes: The Role of Organizational Justice Perceptions
研究通过路径分析发现，程序公正感知在性别与分配公正感知之间起中介作用，情感承诺在公正感知与留任意愿之间起中介作用，且性别调节分配公正感知与情感承诺的关系。
In this study, using path analysis, we tested whether procedural justice perceptions mediated the relationship between gender and distributive justice perceptions. Furthermore, we also tested whether the two forms of commitment (affective and normative) mediated the relationships between justice perceptions (distributive and procedural) and tenure intent. One hundred and eighty‐three employees from Irish manufacturing organizations participated in the study. As hypothesized, we found support for the mediating role of procedural justice perception on the relationship between gender and distributive justice perception. Results also indicated that affective commitment mediated the relationships between justice perceptions and tenure intent and affective commitment. Finally, normative commitment did not mediate the relationships between justice perceptions and tenure intent. Further analysis using moderated regression analysis showed that gender moderated the relationships between distributive justice perceptions and affective commitment only. Gender did not have any moderating effect on normative commitment or tenure intent. Implications for research and practice are discussed.