<abstract xmlns="http://www.w3.org/1999/xhtml"><p>Despite several reviews of generational differences across cohorts regarding their career stages in organizations, relatively few empirical investigations have been conducted to understand cohorts’ perceptions. Hence, there is paucity of studies that explored differences on the construct organizational justice across generational cohorts. The objective of this study was to explore the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers) on dimensions of the organizational justice measurement instrument (OJMI). Data was collected through the administration of OJMI to a random sample size of organizational employees (n = 289). Descriptive statistics and analysis of variance were conducted to interpret the data. These findings provide evidence that differences do exist across cohorts on dimensions of organizational justice. In terms of contributions and practical implications, insight gained from the findings may be used in proposing organizational development interventions to manage multigenerational employees as well as to conduct future research.</p></abstract>

Despite several reviews of generational differences across cohorts regarding their career stages in organizations, relatively few empirical investigations have been conducted to understand cohorts’ perceptions. Hence, there is paucity of studies that explored differences on the construct organizational justice across generational cohorts. The objective of this study was to explore the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers) on dimensions of the organizational justice measurement instrument (OJMI). Data was collected through the administration of OJMI to a random sample size of organizational employees (n = 289). Descriptive statistics and analysis of variance were conducted to interpret the data. These findings provide evidence that differences do exist across cohorts on dimensions of organizational justice. In terms of contributions and practical implications, insight gained from the findings may be used in proposing organizational development interventions to manage multigenerational employees as well as to conduct future research.

Generational Differences In Organizational Justice Perceptions: An Exploratory Investigation Across Three Generational Cohorts

University of South Africa, Department of Industrial and Organisational Psychology, South Africa

Foundations of Management

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Despite several reviews of generational differences across cohorts regarding their career stages in organizations, relatively few empirical investigations have...

Generational Differences In Organizational Justice Perceptions: An Exploratory Investigation Across Three Generational Cohorts

Publié en ligne: 06 janv. 2016

Pages: 129 - 142

DOI: https://doi.org/10.1515/fman-2015-0031

Mots clés
organizational justice, public service, injustice, generational cohorts

© 2015 Faculty of Management, Warsaw University of Technology

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Generational Differences In Organizational Justice Perceptions: An Exploratory Investigation Across Three Generational Cohorts

Publié en ligne: 06 janv. 2016

Pages: 129 - 142

DOI: https://doi.org/10.1515/fman-2015-0031

Mots clésorganizational justice, public service, injustice, generational cohorts

© 2015 Faculty of Management, Warsaw University of Technology

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 3.0 License.

Mots clés
organizational justice, public service, injustice, generational cohorts