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Cultural Differences in Distributive and Procedural Justice

Does a Two-factor Model Fit for Hong Kong Employees?

APT, Inc., USA

Boris B. Baltes

Swati Buddhavarapu

Wayne State University, MI, USA

The purpose of this study was to examine cultural differences in perceptions of distributive and procedural justice. Four different structural equation models of the relationship between distributive and procedural justice and their impact on systemic and individual outcome variables were tested. The models are similar to those tested by Sweeney and McFarlin, who found support for a two-factor model in a sample of employees from the United States. The models in the current study were tested on a sample of full-time employees working in Hong Kong. Support for cultural differences was found, as the two-factor model did not fit for Hong Kong employees. The distributive-halo model was the most appropriate and showed that distributive justice impacted perceptions of both fairness outcomes and procedural justice. In addition, gender did not significantly impact outcomes.

Key Words: cross cultural differences • distributive justice • organizational fairness • organizational justice • procedural justice

International Journal of Cross Cultural Management, Vol. 7, No. 1, 61-76 (2007)
DOI: 10.1177/1470595807075172


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