Organizational Justice in the Proposal Development Industry: The Influence of Gender, Nationality, and Training on Business Ethics Perceptions and Job Satisfaction

dc.contributor.advisorJose, Anita
dc.contributor.advisorCuddapah, Jennifer Locraft
dc.contributor.advisorBands, Kathleen C.
dc.contributor.advisorMoore, Laura
dc.contributor.authorDufour, Peggy
dc.contributor.departmentGeorge B. Delaplaine Jr. School of Businessen_US
dc.contributor.programBusiness Administrationen_US
dc.date.accessioned2020-04-23T16:59:06Z
dc.date.available2020-04-23T16:59:06Z
dc.date.issued2020-04-23
dc.descriptionCross-sectional survey methodology, international sample from 40- countries, quantitative and qualitative analysis, principal component analysis, wave analysisen_US
dc.description.abstractThis study examines business ethics and organizational justice perceptions among members of the Association for Proposal Management Professionals (APMP), the only organization offering certification to bid and proposal practitioners. The study analyzes the effects of gender, nationality, and ethics training on member perceptions of business conduct, proposal practices, workplace treatment, and job satisfaction. Data were gathered through an online cross-sectional survey offered to 7,351 APMP members in 40 countries in 2018; 1,254 responded (17.1%), producing 1,113 valid cases analyzed using quantitative and qualitative methods. The study adds a previously unstudied professional group to the literature on business ethics (Abend, 2013; Baumhart, 1961; Byrne & Cropanzano, 2001; De George, 1987, 2005; Donaldson et al., 1994; Hunt & Vitell, 1986; McClaren, 2013) and on organizational justice (Adams, 1963; Bies & Moag, 1986; Colquitt et al., 2001; Greenberg, 1987; Leventhal, 1980; Thibaut & Walker, 1975). This study may also contribute to literature on job satisfaction (Dube, Giuliano, & Leonard, 2019; Herzberg, Mausner, & Snyderman, 1959; Locke, 1969, 1976; Lu & Gursoy, 2013; Valentine, 2019) and human resource management issues such as gender pay inequity and workplace bias and abuse (Blau & Kahn, 2017; Fortin, 2006; Goldin, 2006; Joshi, Son, & Roh, 2015). In addition to developing a profile of this work population for the first time, significant findings include the unexpected dominance of interactional justice over procedural justice in determining job satisfaction (p < .001), alignment of the Herzberg et al. (1959) theory of job satisfaction with organizational justice principal component analysis results, and the overweighting of females (93.6%) in the group that experienced toxic work environments, perceived pay inequity (p < .001), and experienced gender workplace penalties (p < .001). The study population reported concurrent high levels of positive job satisfaction indicators such as recognition (87.7%) with negative indicators such as overwork and burnout (82%). Women demonstrated a stronger ability to detect ethical misconduct than men (p < .001) while nationality was not significant (p = .296). Ethics training decreased the observation of workplace violations (p < .001), despite 88.6% believing such training to be ineffective or irrelevant. Wave analysis demonstrated a greater proportion of negative comments in later responders (Yessis & Rathert, 2006).en_US
dc.description.sponsorshipResearch for this dissertation was carried out in coordination with the Association of Proposal Management Professionals (APMP).en_US
dc.format.extent508 PDF pagesen_US
dc.genreDoctoral dissertationen_US
dc.identifierdoi:10.13016/m2ejao-d1mu
dc.identifier.urihttp://hdl.handle.net/11603/18226
dc.language.isoen_USen_US
dc.relation.isAvailableAtHood College
dc.rightsAttribution-NonCommercial-NoDerivs 3.0 United States*
dc.rights.urihttp://creativecommons.org/licenses/by-nc-nd/3.0/us/*
dc.subjectorganizational justiceen_US
dc.subjectjob satisfactionen_US
dc.subjectgender workplace equityen_US
dc.subjectbusiness ethics perceptionsen_US
dc.subjectethics trainingen_US
dc.subjectnationalityen_US
dc.titleOrganizational Justice in the Proposal Development Industry: The Influence of Gender, Nationality, and Training on Business Ethics Perceptions and Job Satisfactionen_US
dc.typeTexten_US

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