Does Organizational Justice Matter in the Federal Workplace?

Yoon Jik Cho, Na Sai

Research output: Contribution to journalArticle

30 Citations (Scopus)

Abstract

The theory of organizational justice has been supported by numerous empirical studies in the private sector. Although public administration scholars have investigated the fairness issue in pay and promotions, the main focus was confined to specific groups such as females and racial minorities. This research seeks to fill the gap by providing some generalizable findings. We investigate the justice issue by considering both individual- and organizational-level factors. By employing hierarchical linear modeling (HLM), the research examines whether the three dimensions of organizational justice-distributive, procedural, and informational justice-and several organizational-level factors affect four outcomes, including expectancy for career development, employee satisfaction, loyalty to senior leadership, and cooperation. The analysis confirms that the three dimensions of organizational justice are substantially associated with those employee attitudes, although organizational-level factors have little impact on them.

Original languageEnglish
Pages (from-to)227-251
Number of pages25
JournalReview of Public Personnel Administration
Volume33
Issue number3
DOIs
Publication statusPublished - 2013 Sep 1

Fingerprint

workplace
justice
employee
distributive justice
loyalty
public administration
fairness
private sector
promotion
career
minority
leadership
Work place
Organizational level
Factors
Organizational justice
Group
Fairness
Career development
Informational justice

All Science Journal Classification (ASJC) codes

  • Public Administration
  • Organizational Behavior and Human Resource Management

Cite this

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Does Organizational Justice Matter in the Federal Workplace? / Cho, Yoon Jik; Sai, Na.

In: Review of Public Personnel Administration, Vol. 33, No. 3, 01.09.2013, p. 227-251.

Research output: Contribution to journalArticle

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