Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies
<p>Diversity management has been implemented vigorously in organizations with workforce diversity practices. One of the possible outcomes of diversity management is increased fairness in the organization. However, women perceive organizations as still being unfair, even though diverse manageri...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Babes-Bolyai University, Cluj-Napoca
2016-10-01
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| Series: | Transylvanian Review of Administrative Sciences |
| Subjects: | |
| Online Access: | https://rtsa.ro/tras/index.php/tras/article/view/493 |
| _version_ | 1826579904255229952 |
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| author | Sungchan KIM Soyoung PARK |
| author_facet | Sungchan KIM Soyoung PARK |
| author_sort | Sungchan KIM |
| collection | DOAJ |
| description | <p>Diversity management has been implemented vigorously in organizations with workforce diversity practices. One of the possible outcomes of diversity management is increased fairness in the organization. However, women perceive organizations as still being unfair, even though diverse managerial practices have been adopted to address equity related problems. In this article, we examine how female employees in federal agencies view diversity management and whether they believe that diversity management can lead to organizational justice. By using the 2013 Federal Employee Viewpoint Survey (FEVS) data, we found that diversity management leads to a higher level of organizational justice for female employees. However, white female employees have a higher agreement on the effi cacy of diversity management in producing procedural and interactional justice than do non-white female employees. Also, female employees in the regulatory or redistributive agency category perceive less that diversity management leads to organizational justice than those in other agencies. We therefore conclude that diversity management is an effective tool to achieve organizational justice for particular groups.</p> |
| first_indexed | 2024-03-11T11:47:22Z |
| format | Article |
| id | doaj.art-bc59bdcd70d34b96928d997e7379f400 |
| institution | Directory Open Access Journal |
| issn | 1842-2845 |
| language | English |
| last_indexed | 2025-03-14T14:25:41Z |
| publishDate | 2016-10-01 |
| publisher | Babes-Bolyai University, Cluj-Napoca |
| record_format | Article |
| series | Transylvanian Review of Administrative Sciences |
| spelling | doaj.art-bc59bdcd70d34b96928d997e7379f4002025-02-26T12:09:39ZengBabes-Bolyai University, Cluj-NapocaTransylvanian Review of Administrative Sciences1842-28452016-10-0112494159509Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal AgenciesSungchan KIM0Soyoung PARK1Ph.D. Candidate, Department of Political Science and Public Administration, Mississippi State University, Starkville, Mississippi, United Sates of AmericaResearch associate, Merrick School of Business, University of Baltimore, Baltimore, United Sates of America<p>Diversity management has been implemented vigorously in organizations with workforce diversity practices. One of the possible outcomes of diversity management is increased fairness in the organization. However, women perceive organizations as still being unfair, even though diverse managerial practices have been adopted to address equity related problems. In this article, we examine how female employees in federal agencies view diversity management and whether they believe that diversity management can lead to organizational justice. By using the 2013 Federal Employee Viewpoint Survey (FEVS) data, we found that diversity management leads to a higher level of organizational justice for female employees. However, white female employees have a higher agreement on the effi cacy of diversity management in producing procedural and interactional justice than do non-white female employees. Also, female employees in the regulatory or redistributive agency category perceive less that diversity management leads to organizational justice than those in other agencies. We therefore conclude that diversity management is an effective tool to achieve organizational justice for particular groups.</p>https://rtsa.ro/tras/index.php/tras/article/view/493diversity management, organizational justice, agency category, female employees. |
| spellingShingle | Sungchan KIM Soyoung PARK Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies Transylvanian Review of Administrative Sciences diversity management, organizational justice, agency category, female employees. |
| title | Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies |
| title_full | Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies |
| title_fullStr | Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies |
| title_full_unstemmed | Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies |
| title_short | Organizational Justice as an Outcome of Diversity Management for Female Employees: Evidence From U.S. Federal Agencies |
| title_sort | organizational justice as an outcome of diversity management for female employees evidence from u s federal agencies |
| topic | diversity management, organizational justice, agency category, female employees. |
| url | https://rtsa.ro/tras/index.php/tras/article/view/493 |
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