Modelling the role of organizational justice: effects on satisfaction and unionization propensity of Canadian managers

This research explores the direct influence of pay referents and procedural justice on pay satisfaction, job satisfaction and organization satisfactio n, and the mediating role of these three aspects of satisfaction between fo rms of justice and unionization propensity. To test the importance and dire ctions of these relations, we used a LISREL-type structural equation model. The findings showed that the three equity referents of organizational just ice (internal, external and individual) are linked to pay satisfaction, and that distributive justice is a better predictor of pay satisfaction than p rocedural justice perceptions. In contrast, procedural justice is a better predictor of organizational satisfaction and job satisfaction than are dist ributive justice perceptions. The final model suggests that job satisfactio n and organization satisfaction significantly influence propensity to join a union compared with organizational justice perceptions. The paper also sp ecifies the limitations of the study and its practical implications, and ma kes suggestions for future research.