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Perceptions of Discrimination: A Multiple Needs Model PerspectiveDepartment of Management & Organizations, University of Arizona, Tucson, United States, bgoldman{at}eller.arizona.edu
Department of Management & Organizations, University of Arizona, Tucson, United States
APT, Inc., Denver, Colorado, United States
Kenexa Research Institute, Minneapolis, Minnesota, United States
Kenexa, San Francisco, California, United States The multiple needs model of justice was used to understand employee reactions to perceived discrimination. In particular, the fulfillment of the three needs discussed in that model—economic, interpersonal, and deontic (ethical)—were tested as consequences of perceived discrimination and as antecedents of job attitudes and turnover intentions. A representative sample of the U.S. workforce (N = 5,605) rated the three needs-fulfillment variables while also rating their perceptions of discrimination, job satisfaction, organizational commitment, and intent to leave. The proposed model was supported. This study extends research on perceived discrimination by proposing a role for the multiple needs model of justice through the use of a specific and important role for needs fulfillment. It also extends support for the multiple needs model of justice.
Key Words: multiple needs model • discrimination • justice
This version was published on October
1, 2008 Journal of Management, Vol. 34, No. 5,
952-977 (2008) |
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