Perceived Organizational Justice and Workplace Reactivity Among Telecommunication Employees: Gender as Moderator

The present study aimed to investigate the relationship of organizational justice and workplace reactivity and to study the moderating effect of gender in the relationship of these variables. The sample comprised of 187 employees (123 men, 64 women) of telecommunication sector, from private and semi government telecommunication companies. Organizational Justice Scale (Neihoff & Moorman, 1993), and Workplace Reactivity Scale (Ogungbamila & Udegbe, 2014) were used to measure the study variables; whereas, Stober’s (2001) Social Desirability Scale was also used to control the element of social desirability among participants. Descriptive statistics revealed satisfactory results. Regression analysis showed that workplace reactivity were negatively predicted by perceived organizational justice by all three subscales except interpersonal violence. Men were found to have higher level of workplace reactivity than women and they also had better perception for interactional justice. Gender was found to have significant moderating effect in predicting workplace reactivity from perceived organizational justice such that workplace reactivity varies along with changing levels of perceived organizational justice for men but for women the level of workplace reactivity remains constant whether the organizational justice is perceived to be high medium or low. The findings are discussed in cultural context.