An exploration of racial differences on job attributes and a causal model of fairness in the workplace

This research attempted to examine racial differences in organizational settings. A two strategy approach was utilized. First, multivariate analysis of covariance was used to identify racial differences in four different aspects of the work experience (i.e., work beliefs, job satisfaction, perceptions of fairness, and employee outcomes). Significant, albeit small, mean differences were identified in each of the four areas. The largest effect size was observed in the category of fairness perceptions where race accounted for over 5% of the variance. The second strategy required the development of a model of fairness that incorporated perceptions of Justice, fairness, cultural tolerance, organizational and work satisfaction, organizational identification, perceptions of downsizing, and intention to leave the organization. The model was tested with structural equation modeling, and the fit was promising. Multi-sample analysis was utilized to test for racial differences in the model. The practical measures of fit indicated that race did not moderate the relationships in the model.