Abstract:

This study investigated gender differences in the perception of organisational justice among selected service-oriented employees in Lagos State. The ex-post facto research design and the systematic random sampling technique were used in this study. A total of three hundred and fifty-nine (359) employees between the ages of 19 and 59 years old were the study participants. Forty-two percent (42%) of the participants were males; fifty-six percent (56%) were females while the remaining two percent (2%) did not indicate their gender. Telecom staff accounted for 16% of the total sample, while teachers, health workers and bankers accounted for 28% each. Two hypotheses were raised and tested using t-test for independent samples. The result revealed a significant difference between male and female perception of overall organisational justice [t (350) = 2.402, P<.05]; and a significant difference in male and female perception of the dimensions of organisational justice: procedural justice [t (350) = 2.435, P<.05] and interactional justice [t (350) = 1.947, P=.05]. Although, male (=14.72) and female (=14.10) also differ in their perception of distributive justice, the difference was not significant [t (350) = 1.612, P>.05]. Consequently, this study concluded that gender has a significant effect on employees’ perception of organisational justice, with male having greater perception of justice than their female counterparts. It was recommended that fairness in reward allocation, procedures and interpersonal treatment be ensured and made transparent to both male and female employees.