Distributive justice was found to be a more important predictor of two personal outcomes, pay satisfaction and job satisfaction, than procedural justice, whereas the reverse was true for two organizational outcomes-organizational commitment and subordinate's evaluation of supervisor. However, procedural and distributive justice also interacted in predicting organizational outcomes. We discuss limitations of this study and directions for future research.

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SummaryWe studied the importance that women and men place on distributive and procedural justice. The relationship between distributive justice and several organizational outcomes (e.g. commitment, intent to stay) was stronger for men than women. The relationship between procedural justice and those same outcomes, however, was stronger among women than men. The relation of our ®ndings in justice perceptions are related to other research on gender dierences in interpersonal styles and perceptions.