摘要：This study investigated the relationship between a perceived glass ceiling in an organization and commitment to that organization, with the expectation that the effect would be indirect and mediated by distributive justice perceptions. The same hypothesis was put forward with turnover intent as an outcome. The study uses VIE, Equity, Social Exchange, and Social Identity Theories to frame these arguments, and in both cases, partial mediation was present. Specifically, the effect of a perceived glass ceiling on each of the dependent variables was greater alone than when considered together with perceptions of distributive justice. The analyses and findings are outlined, and implications for theory and for practice are discussed.
