Distributive and procedural justice as predictors of employee outcomes in Hong Kong

This study examines the extent to which employee judgments about distributi ve and procedural justice predict job satisfaction, intent to stay and eval uation of supervision in Hong Kong. Distributive and procedural justice eac h plays a role in determining work outcomes of Kong Kong employees. However , some effects of these justice variables differ from results of previous s tudies in the United States (U.S.). First, in previous U.S. studies, proced ural justice moderates the relationship of distributive justice with evalua tion of supervision, but not with job satisfaction or intent to stay. For H ong Kong employees, procedural justice moderates the effects of distributiv e justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justi ce has a larger effect on work outcomes for women, while distributive justi ce has larger effects on outcomes for men. For Hong Kong employees, the eff ects of procedural and distributive justice are about the same for men and women, Differences in the effects of distributive and procedural justice be tween Hong Kong and the U.S, may reflect cultural dimensions, such as colle ctivism/individualism and power distance, as well as the relative availabil ity of rewards for women in the work force. Practical implications and futu re research directions are discussed. Copyright (C) 2000 John Wiley & Sons, Ltd.