Does Nature of Training, Informal Activities and Psychological Contract Impact Fairness Perception? Examining Diverse Group Employees

Abstract

Perception of organizational fairness is an important indicator of effectiveness of diversity climate of any organization. In the present study, a sincere attempt has been made to examine the perception of organizational fairness among diverse group employees. The study was conducted upon 207 lower and middle managerial level employees of two reputed public sector units situated at Orissa, India. The total sample was spread over five different social groups, namely—Oriya Hindu male, Oriya Hindu female, Oriya reserved category, non-Oriya Hindu male and Oriya non-Hindu male. First, we tried to examine the difference, if any, among the employees belonging to these different groups upon their perception of fairness in the organization. Also, multiple stepwise regression analyses were carried out to explicate the contributions from different dimensions of nature of training, informal activities and psychological contract towards perception of organizational fairness. The results indicate that, Oriya reserved category and Oriya Hindu female employees differ significantly from Oriya Hindu male employees and other groups upon perception of fairness. Regression analyses reveal that perceived relevance of interpersonal training and accommodativity of technical training are stronger predictors of perceived fairness in case of all the groups, whereas level of participation in informal activities and psychological contract on power emerge strong contributors towards fairness perception of reserved category as well as Oriya Hindu female employees. The findings have been discussed in light with relevant literature along with future implications.