Leagues of Organizational Justice: Factorial Invariance Across Gender and College Union Status

Abstract

Justice is an important issue undergirding much of human relations and organizational justice and is an important antecedent to organizational change and work outcomes. Although substantive analyses have investigated differences across gender and union status concerning organizational justice constructs, scholars have failed to understand the potential measurement error associated with these measures and constructs, and as such assume that differences between groups represent true group differences and not differential psychometric functioning. The current study examined the factorial invariance of a second-order factor structure for organizational justice among chiropractic faculty predominately working within chiropractic colleges in the United States using an online survey. The study achieved a 50% response rate, yielding a robust sample. Study results indicated a good fitted configural model for gender, with strong measurement invariance across men and women. Concerning college union status (i.e., union versus non-union status), an adequate to good configural model fit resulted, with strong measurement invariance between unionized and non-unionized college employees. These results indicate that the data are psychometrically sound for between group comparisons by gender and union status.