Gender and Employee Attitudes: The Role of Organizational Justice Perceptions

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The contribution of corporate social responsibility to organizational commitment (2007, result): “This contention is supported by earlier studies that suggest that women place greater emphasis on procedural justice than men (Ramamoorthy and Flood, 2004; Sweeney and McFarlin, 1997; Tata, 2000).”
How does distributive justice affect work attitudes? The moderating effects of autonomy (2009, background): “2000 ), and turnover intentions (Konovsky and Cropanzano 1991 ; Ball, Trevino and Sims 1993 ; Cohen-Charash and Spector 2001 ; Ramamoorthy and Flood 2004 ).”
Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals (2010, background): “…and means the perceived fairness of decision outcomes such as monetary rewards employees receive in an exchange relationship with the organization (Elovainio et al., 2004; Folger & Konovsky, 1989; Colquitt et al., 2006; Greenberg, 2006; Ramamoorthy & Flood, 2004; Aryee, Budhwar, & Chen, 2002).”
Investigating Factors that Influence Employees' Turnover Intention: A Review of Existing Empirical Works (2015, unknown): “…to the employee perception about the fairness of outcomes (Greenberg, 1987; 1990) such as financial rewards received from their organization (Greenberg, 2006; Colquitt, Scott, Judge, & Shaw, 2006; Ramamoorthy & Flood, 2004; Elovainio, Kivimäki, Steen, & Vahtera, 2004; Aryee, Budhwar, & Chen, 2002).”