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Group & Organization Management
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Perceptions of Discrimination and Justice

Are there Gender Differences in Outcomes?

Sharon Foley

Drexel University, sf46{at}drexel.edu

Ngo Hang-Yue

The Chinese University of Hong Kong

Angela Wong

The Chinese University of Hong Kong

This article examines the relationship among perceived gender discrimination, organizational justice, and work-related attitudes (i.e., job satisfaction, organizational commitment, and intentions to leave) for a sample of Protestant clergy in Hong Kong. The moderating role of gender on the relationship is also explored. The results of regression analysis showed that (a) justice and discrimination perceptions were significantly related to job attitudes; (b) compared to men, women who perceived more gender discrimination had a lower level of organizational commitment; (c) compared to women, men who perceived more distributive justice had a higher level of job satisfaction; and (d) perceptions of justice influenced intentions to leave through their impact on job satisfaction and organizational commitment. Theoretical and practical implications are discussed.

Key Words: gender discrimination • organizational justice • job attitudes • gender differences

Group & Organization Management, Vol. 30, No. 4, 421-450 (2005)
DOI: 10.1177/1059601104265054
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