Using organizational justice to predict in-role and extra-role performance works in different ways for men relative to women

Abstract

Distributive, procedural, interpersonal and informational justices were included in this study of gender differences in in-role and extra-role behavior. Distributive justice predicted performance, organizational commitment and OCB for men but only performance and job satisfaction for women. Procedural justice predicted job satisfaction for men and did not predict any outcomes for women. Informational justice predicted job satisfaction for both male and female respondents. Informational justice predicted female but not male organizational commitment and in-role performance. Interpersonal justice predicted male but not female organizational citizenship behavior. The study demonstrates important distinctions between the four organizational justice types and how men and women respond differently to those distinctions. The differences in the drivers of in-role performance between men and women may also have practical implications for managers. For example, distributive justice was a direct in-role performance driver for both genders, but informational justice provides an incremental direct effect for women.<br /