Why have we not detected gender differences in organizational justice perceptions⁈ An evidenced-based argument for increasing inclusivity within justice research

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dc.citation.firstpage1117en_US
dc.citation.issueNumber7en_US
dc.citation.journalTitleJournal of Organizational Behavioren_US
dc.citation.lastpage1146en_US
dc.citation.volumeNumber45en_US
dc.contributor.authorStrah, Nicoleen_US
dc.contributor.authorRupp, Deborah E.en_US
dc.contributor.authorShao, Ruodanen_US
dc.contributor.authorKing, Edenen_US
dc.contributor.authorSkarlicki, Danielen_US
dc.date.accessioned2024-11-20T15:52:02Zen_US
dc.date.available2024-11-20T15:52:02Zen_US
dc.date.issued2024en_US
dc.description.abstractWhile research from various disciplines shows that women continue to disproportionately face workplace injustices compared to men, OB research has not found meaningful gender differences in self-reported workplace justice perceptions. This paradox has received little attention in the otherwise well-established organizational justice literature. We applied an abductive approach to investigate this paradox by a) confirming its existence, and b) proposing and empirically evaluating seven possible explanations for its existence, using multiple methods and seven distinct datasets. We found that this paradox is unlikely to be explained by measurement invariance, different expectations for treatment, whether the context is male-dominated, differences across years, or differences in how justice perceptions are formed. We did find, however, that when using alternate measurement approaches, women recalled gender-based injustice experiences, reported them as having occurred more frequently than did men, and reported them as having been negatively impactful on their lives/careers. We conclude that the most promising explanation for this paradox is that extant organizational justice measures are deficient for the purpose of capturing variance accountable to gender-based injustice. This highlights the need for more inclusive approaches for the measurement and application of organizational justice, especially when studying the relationship between gender and organizational justice.en_US
dc.identifier.citationStrah, N., Rupp, D. E., Shao, R., King, E., & Skarlicki, D. (2024). Why have we not detected gender differences in organizational justice perceptions⁈ An evidenced-based argument for increasing inclusivity within justice research. Journal of Organizational Behavior, 45(7), 1117–1146. https://doi.org/10.1002/job.2797en_US
dc.identifier.digitalWhy-have-we-not-detected-gender-differences-in-organizational-justice-perceptionsen_US
dc.identifier.doihttps://doi.org/10.1002/job.2797en_US
dc.identifier.urihttps://hdl.handle.net/1911/118051en_US
dc.language.isoengen_US
dc.publisherWileyen_US
dc.rightsExcept where otherwise noted, this work is licensed under a Creative Commons Attribution (CC BY) license. Permission to reuse, publish, or reproduce the work beyond the terms of the license or beyond the bounds of fair use or other exemptions to copyright law must be obtained from the copyright holder.en_US
dc.rights.urihttps://creativecommons.org/licenses/by/4.0/en_US
dc.subject.keywordgender in the workplaceen_US
dc.subject.keywordorganizational justiceen_US
dc.subject.keywordworkplace fairnessen_US
dc.titleWhy have we not detected gender differences in organizational justice perceptions⁈ An evidenced-based argument for increasing inclusivity within justice researchen_US
dc.typeJournal articleen_US
dc.type.dcmiTexten_US
dc.type.publicationpublisher versionen_US
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