The Impact of Gender and Age on the Perception of Organisational Justice in Companies in the Republic of Serbia
Abstract
Organisational justice is a phenomenon that reflects the attitude of employees about the extent to which decisions, procedures, and attitudes towards them are fair. Although this phenomenon has a totally subjective background, organisational justice significantly influences many organisational outcomes associated with employees, such as commitment, organisational behaviour, performance, etc. Despite the fact that consequences of the perceived level of organisational justice (low or high) are largely known in the literature, as well as thoroughly studied, many issues in this field have not yet been finally answered.
Namely, the impact of demographic characteristics of employees on the perceived level of organisational justice is not fully explained. In this regard, the subject of this paper is to examine the impact of employees’ gender and age on their perceived level of organisational justice. The starting assumptions are that there are differences in the perception of levels of organisational justice between men and women, and that younger employees perceive higher level of organisational justice in relation to older employees. In order to test the hypotheses, empirical research was conducted in the companies in Serbia. The sample consisted of 17 companies. The results of the research have shown that there are no differences in the perception of organisational justice between men and women, as well as that younger employees more positively assess the level of organisational justice than older employees.
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