The relationship between organizational structure and procedural fairness perceptions: The positioning of the Equal Employment Opportunity compliance function in organizations

Abstract

OF THE DISSERTATION THE RELATIONSHIP BETWEEN ORGANIZATIONAL STRUCTURE AND PROCEDURAL FAIRNESS PERCEPTIONS: THE POSITIONING OF THE EQUAL EMPLOYMENT OPPORTUNITY COMPLIANCE FUNCTION IN ORGANIZATIONS By Charlie M. Williams Dissertation Director: Dr. Dorothy Olshfski This study examines the effects of organizational structure on perceptions of procedural fairness; replicating and extending the findings of Schminke, Ambrose, and Cropanzano (2000). This analysis uses their dimensions of organizational structure: centralization (participation in decision making and hierarchy of authority), size, and formalization to assess whether the placement of the Equal Employment Opportunity (EEO) compliance function influences employees’ perceptions of fairness. I predict that organizational placement will influence employee perceptions of procedural fairness. The following questions were explored in this study: 1) Does the EEO reporting structure within organizations affect employees’ perceptions of procedural fairness? 2) Does organizational structure influence employees’ perceptions of procedural fairness? 3) Does the EEO reporting structure within organizations affect the procedural fairness perceptions of EEO personnel? 4) Does organizational structure influence the procedural fairness perceptions of EEO personnel?