Workers′ Evaluations of the "Ends" and the "Means": An Examination of Four Models of Distributive and Procedural Justice

Abstract

Although research has now demonstrated that both distributive and procedural justice are important, little work has been done to examine how they may interrelate in the prediction of employee reactions such as organizational commitment and pay satisfaction. Using a sample of primarily male engineers in a public utility company, we compared four different models of the justice–employee reaction relationship. The two-factor model, which specifies that distributive justice predicts personal-level evaluations (e.g., pay satisfaction) whereas procedural justice affects organizational-level evaluations (e.g., organizational commitment), received the most support. Limitations of and directions for future research are discussed.