Modelling the role of organizational justice: effects on satisfaction and unionization propensity of Canadian
研究薪酬参照和程序公平对薪酬满意度、工作满意度和组织满意度的直接影响，以及这三种满意度在公平与工会倾向之间的中介作用，发现分配公平比程序公平更能预测薪酬满意度，而程序公平更能预测组织和工作满意度。
This research explores the direct influence of pay referents and procedural justice on pay satisfaction, job satisfaction and organization satisfaction, and the mediating role of these three aspects of satisfaction between forms of justice and unionization propensity. To test the importance and directions of these relations, we used a LISREL-type structural equation model. The findings showed that the three equity referents of organizational justice (internal, external and individual) are linked to pay satisfaction, and that distributive justice is a better predictor of pay satisfaction than procedural justice perceptions. In contrast, procedural justice is a better predictor of organizational satisfaction and job satisfaction than are distributive justice perceptions. The final model suggests that job satisfaction and organization satisfaction significantly influence propensity to join a union compared with organizational justice perceptions. The paper also specifies the limitations of the study and its practical implications, and makes suggestions for future research.