The field of organizationa l justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizationa l justice.

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Justice at the millennium: a meta-analytic review of 25 years of organizational justice research

This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.

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On the dimensionality of organizational justice: a construct validation of a measure.

Organizational Justice: Yesterday, Today, and Tomorrow

The lack of consumer confidence in information privacy has been identified as a major problem hampering the growth of e-commerce. Despite the importance of understanding the nature of online consumers' concerns for information privacy, this topic has received little attention in the information systems community. To fill the gap in the literature, this article focuses on three distinct, yet closely related, issues. First, drawing on social contract theory, we offer a theoretical framework on the dimensionality of Internet users' information privacy concerns (IUIPC). Second, we attempt to operationalize the multidimensional notion of IUIPC using a second-order construct, and we develop a scale for it. Third, we propose and test a causal model on the relationship between IUIPC and behavioral intention toward releasing personal information at the request of a marketer. We conducted two separate field surveys and collected data from 742 household respondents in one-on-one, face-to-face interviews. The results of this study indicate that the second-order IUIPC factor, which consists of three first-order dimensions--namely, collection, control, and awareness--exhibited desirable psychometric properties in the context of online privacy. In addition, we found that the causal model centering on IUIPC fits the data satisfactorily and explains a large amount of variance in behavioral intention, suggesting that the proposed model will serve as a useful tool for analyzing online consumers' reactions to various privacy threats on the Internet.

Internet Users' Information Privacy Concerns (IUIPC): The Construct, the Scale, and a Causal Model

The purpose of this study was to investigate the mediating role of self-efficacy in the development of students' intentions to become entrepreneurs. The authors used structural equation modeling with a sample of 265 master of business administration students across 5 universities to test their hypotheses. The results showed that the effects of perceived learning from entrepreneurship-related courses, previous entrepreneurial experience, and risk propensity on entrepreneurial intentions were fully mediated by entrepreneurial self-efficacy. Contrary to expectations, gender was not mediated by self-efficacy but had a direct effect such that women reported lower entrepreneurial career intentions. The authors discuss practical implications and directions for future research.

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The Mediating Role of Self-Efficacy in the Development of Entrepreneurial Intentions.

Factors that enhance the perceived adequacy of explanation for bad news were examined in a cross-sectional survey and a simulation experiment. Results suggest that the specificity of an explanation...

Explanations: when are they judged adequate?

Workforce analytics is an evolving measurement approach in human resource (HR) planning and strategy implementation. Workforce analytics can help organizations manage one of their most important resources: their human capital. The purpose of this paper is to propose a diversity metric, called the D-Metric, as a new tool for HR planning. The D-Metric can be used to assess the demographic representativeness of employees across skill categories of an organization’s workforce compared to its relevant labor markets.,The authors present a real example and discuss possible applications of the D-Metric in HRM strategic planning and diversity research.,The D-Metric is a statistic useful in assessing demographic representativeness in the occupational categories of an organization’s workforce compared to the demographics of its relevant labor markets. The methodology could be implemented to assess an organization’s work force representativeness on dimensions such as race, sex, age and pay levels. When the labor market is unitary, without measurable variance, a substitute metric, the U-Metric also presented in this paper, can be used.,Use of the D-Metric requires publicly available labor market data with variance across labor market segments.,There currently is no published metric that evaluates the representativeness of an organization’s work force relative to its relevant labor markets. Many organizations seek a demographically representative workforce to better understand their diverse customer segments. Monitoring the representativeness of an organization’s work force, as captured in Equal Employment Opportunity (EEO-1) forms in the USA, for example, is an important component of HR management strategy. From a legal perspective, the D-Metric or the alternative U-Metric, could be useful in showing progress toward a demographically representative work force.

A representative organizational diversity metric: a dashboard measure for executive action

This paper explores the relationship between psychological contract violations (PCVs) related to diversity climate and professional employee outcomes. We found that for our sample of US professionals of color including US-born African Americans, Hispanics, Asians, and Native Americans, employee perceptions of breach in diversity promise fulfillment (DPF), after controlling for more general organizational promise fulfillment (OPF), led to lower reported organizational commitment (OC) and higher turnover intentions (TI). Interactional justice partially mediated the relationship between DPF and outcomes. Procedural justice and DPF interacted to in fluence OC of employees of color. For respondents who perceived a lack of DPF, moderate racial awareness was associated with greater PCV. We discuss the implications of the findings and provide directions for future research.

E. Holly Buttner

Papers

Explanations: when are they judged adequate?

A representative organizational diversity metric: a dashboard measure for executive action

The Impact of Diversity Promise Fulfillment on Professionals of Color