EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference.

摘要

A theoretical model investigated by McIntyre, Bartle, Landis, and Dansby (2001) indicated that equal opportunity fairness (EOF) attitudes have significant impact on perceived work group effectiveness, job satisfaction, and, ultimately, organizational commitment. This model was developed and examined with heterogeneous military samples of 5,000 by means of structural equation modeling (SEM). The purpose of the present study is to determine the degree to which the McIntyre et al., model is consistent (invariant) across four large sociocultural groups within the military: enlisted African-American and Caucasian men and women. Four pairs of samples consisting of 5,000 observations each were examined through SEM multiple-group analyses. Technically, results indicated that the model was noninvariant (i.e. inonsistent) across the four groups. However, through a series of post hoc analyses, it became evident that for practical purposes, the model can be considered invariant. Discussion focused on the contrast of the technical versus practical results and recommendations for future research. in addition, a practical flow diagram is presented as a summary of how the results of the theoretical model can be used as a tool in organizational development and training interventions in the context of EOF problems.