The effect of context on the multiple dimensions of procedural justice
Abstract
Much of the existing procedural justice literature is based on incomplete or inadequate conceptualizations and operationalizations of the multiple dimensions of procedural justice. Thus, many studies fail to adequately tap into the multiple domains of the several dimensions of procedural justice. This failure may have resulted in studies which reported non-significant results or underestimated the true effect size of procedural justice on employee reactions. In addition, the multiple dimensions of procedural justice may differ in how they predict employee behaviors. Further, these multiple dimensions may differ in their importance across different contexts. To remedy this problem, this study begins by carefully explicating 15 dimensions of procedural justice and specifies a domain of observable measures related to each dimension. These multiple dimensions are linked to Leventhal's (1980) theoretical work on the dimensions of procedural justice. In addition, a three-stage model which captures the multiple dimensions of procedural justice is proposed. The proposed framework integrates previous operationalizations of procedural justice within a single conceptually coherent framework. Second, the multi-dimensional nature of procedural justice was explored using factor analytic and other statistical techniques. Third, this study tested whether the multiple dimensions differentially predict employee turnover intentions and avoidable turnover intentions. In addition, data suggest that procedural justice is related to employees willingness to recruit for their employers.
Degree
Ph.D.
Advisors
Dworkin, Purdue University.
Subject Area
Management|Occupational psychology|Nursing|Health care
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