<abstract xmlns="http://www.w3.org/1999/xhtml"><p>In the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.</p></abstract>

In the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.

Equity versus equality norms of justice and organisational commitment: the moderating role of gender

The Irish Journal of Management

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

In the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus...

Equity versus equality norms of justice and organisational commitment: the moderating role of gender

Article Category: Research Article

Publié en ligne: 29 déc. 2017

Pages: 206 - 220

DOI: https://doi.org/10.1515/ijm-2017-0008

Mots clés
distributive justice, equality norms, equity perceptions, gender, organisational commitment

© 2017 Nagarajan Ramamoorthy and Donna Stringer

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

Equity versus equality norms of justice and organisational commitment: the moderating role of gender

Article Category: Research Article

Publié en ligne: 29 déc. 2017

Pages: 206 - 220

DOI: https://doi.org/10.1515/ijm-2017-0008

Mots clésdistributive justice, equality norms, equity perceptions, gender, organisational commitment

© 2017 Nagarajan Ramamoorthy and Donna Stringer

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

Mots clés
distributive justice, equality norms, equity perceptions, gender, organisational commitment