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Researches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.

Two separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).

This study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.

This article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.

This chapter critically analyzes the disparity between presumptive theoretical and technical development literatures and local ways of inhabiting gender and conceptualizing justice in Yogyakarta, Indonesia. This study explores local understandings of sexual violence, gender, and justice to capture a picture of gender, victimhood, and agency that destabilizes hegemonic global narratives of widespread violence and oppression.

Dominant academic and policy literatures often rely on universalized framings of gender, sexual violence, and justice. Broader critiques of Western presuppositions regarding the lived realities of women’s experiences are necessary to bridge the gap between representation and reality.

Without understanding the lives and experiences of women like those in Yogyakarta, Indonesia, imported programs to improve women’s “access to justice” and to “empower” women fail to render an inclusive justice and, ironically, reinforce essentialized conceptions of gender that are themselves an obstacle to women’s empowerment.

The danger of perpetuating hollow myths of oppression and suffering necessitates a re-evaluation of how scholars and development professionals capture the complexity of gender, sexual violence, and conceptions of justice in Indonesia, as well as other countries in the Global South.

This study builds on existing critical literature to problematize global assumptions about sexual violence, and emphasizes how essentialized representations of the feminine as fixed and universally oppressed silence the myriad voices of women of Yogyakarta.

Framed by the intersectionality perspective and results from prior research, we examined the effects of race/ethnicity, gender, probation violations, and type of violation on juvenile justice case outcomes in a Mid-Atlantic state.

Bivariate and multivariate analyses in the form of logistic regression were used to assess the extent race and ethnicity, gender, probation violations, and the type of violation, individually and in combination, impact case outcomes.

The findings indicate that the race/ethnicity of the youth, his or her gender, and whether involved in a probation violation and to some degree the type of violation, individually and in some cases, jointly, effect juvenile justice decision making. These relationships often involve receiving both harsh and lenient outcomes. We interpret the results as evidence that stereotyping plays out differently when race/ethnicity and gender intersect.

The study contributes to the general literature by (1) examining the neglected combination effects of race/ethnicity and gender with increased social control within juvenile justice proceedings; (2) including Hispanic youth; and (3) looking at the interrelationships among race/ethnicity and gender with the treatment of probation violators.

The focus of this article is on gender justice with respect to opportunities (educational) and outcome (earnings). The main research question is whether educational opportunities are positively converted into fairness of income, and for whom and where this is the case. The importance of this study lies in the understanding that the subjective feeling of justice is a significant measure of quality of life, of the individual's subjective feeling of happiness and of the fulfilment of the goals people have reason to value.

The study takes a micro-macro approach, combining macro-level data taken from official statistics and micro-data from the 2018 European Social Survey for 25 European countries; the authors also apply multilevel modelling to the data analysis.

At individual level the authors found gender differences in the associations between education and fairness of educational opportunities. With regard to the scope of fairness, the authors emphasise that fairness of educational opportunities and net pay in European countries is less likely to be felt by someone who has a lower educational level. Higher educational expenditures are positively correlated with fairness of educational opportunities but not with fairness of net pay.

This article contributes to theoretical, empirical and policy-relevant gender justice research on the link between inequalities and justice perceptions. The authors have expanded the theoretical understanding of the concept of gender justice by taking into account the role of a specific gender norm on fairness perceptions. The norm, when asked about in a gender-neutral way, is not associated with fairness of pay, but when posed as a question specifically to women, has a negative relationship with perceptions of fair pay. The empirical contribution consists in the evaluation of individual and country mechanisms from a gender justice perspective. The policy contribution consists in questioning the belief that longer paid maternity leave is beneficial for women. In countries with long paid leave available to mothers, women reported even lower levels of fairness of net pay than men.

The purpose of this paper is to test whether procedural justice effects on organizational powerlessness and dehumanization are stronger for women than men and, consequently, mediated effects on turnover intention are conditional upon gender.

The authors recruited to a two-wave survey of workplace attitudes with flyers distributed at downtown subway exits. The authors controlled for and tested alternative models for distributive and interpersonal justice.

Gender moderated procedural justice effects on both mediators. The moderated mediation model held only for organizational dehumanization, even controlling for powerlessness. Models for distributive and interpersonal justice were not significant.

The authors used cross-sectional, self-report data but separated predictor and criterion variables in two surveys to counteract common method bias. Nevertheless, causal inferences are limited.

To retain personnel, managers, and organizations should be aware of the different needs of their employees and corresponding effects of justice. Likewise, women should be diligent in assessing justice and their response to being treated fairly.

The model is not predicated on an innate quality of gender but on endemic inequities in society. Procedural justice is associated with basic human needs, and effects that are conditional on gender may be socially constructed rather than based in supposed inherent gender differences.

Research and lay theories have emphasized that women value procedural justice because of inherently stronger relational needs. The findings suggest gendered effects are due to broader social conditions affecting women’s instrumental and existential needs.

Arguing that a gendered invisibility surrounding climate justice contributes to the overall vulnerability and burden placed upon the ability of women from disadvantaged communities, the purpose of this paper is to demonstrate the importance of developing a participative gender framework for climate justice with the potential to address the policy and programme vulnerability gap within climate change and conflict in Sudan’s Savannah Belt.

In utilising gender responsive discourse analysis, along with setting out the history of gender engagement within social forestry, this paper examines both the method of Sudan’s reducing emissions from deforestation and forest degradation (REDD+) development and its content.

The paper’s findings demonstrate that the REDD+ programme in Sudan provides ample evidence of the importance of integrating climate justice and gender approaches to policy, programming and projects through ensuring women and local community participation at all levels and interaction within policy and programme development, along with its implementation.

The paper is theoretical in nature but did draw upon case studies and consultations, and the author was involved in some of the research.

The paper provides a positive and arguably original example of social forestry within the Savannah Belt and its utilisation as a best practice that has fed into Sudan’s REDD+ Proposal/Policy Document so as to potentially drive and streamline similar such initiatives across Sudan.

The purpose of this study is to examine hotel managers’ perspectives on the promotion process of hotel employees based on the promoted employee’s gender, their perceived organizational justice and perceived gender discrimination against women. The moderating role of anti-male bias beliefs in the promotion process was examined.

The study adopted an experimental design (female vs male promoted) with a sample of 87 hotel managers. Data were analyzed using mediation and moderated mediation analyses.

The results indicated procedural and distributed justice mediates the effect of gender of the promoted employee on perceived gender discrimination against women. It was found that perceptions of anti-male bias moderate the relationship between gender of the promoted employee and distributed justice, demonstrating higher levels of perceived fairness within the organization when a female is promoted, especially when low levels of anti-male bias exist.

Many organizations may refrain from offering more promotional opportunities to women for fear of reverse discrimination. This research demonstrates that the organization will be perceived as fairer if it offers more opportunities to women, should create a stronger organizational culture and higher financial performance.

To the best of the authors’ knowledge, this paper is the first to address the gender inequity in promotional opportunities of hotel employees and demonstrate the overall benefit of combating such inequality. This is the first time that anti-male bias has been addressed in the hospitality context, suggesting the need for more research on reverse discrimination, especially in promotional situations.

Women’s entrepreneurship is often seen as the solution of both economic growth and gender equality. This is despite academic knowledge of the gendered preconditions for entrepreneurship in many contexts. This paper aims to focus on the gendering of commercial justice, a precondition for entrepreneurship. Informed by gender perspectives on women’s entrepreneurship and previous studies on commercial justice in East Africa, this paper sets out to explore the experiences of urban women entrepreneurs.

The paper is based on an interview study with women entrepreneurs and representatives of support organizations in Dar-es-Salaam, Tanzania. The interviews were conducted in Kiswahili, and access was enabled through dialogues with local partner organizations such as the Tanzanian Chamber of Commerce.

Findings are that with formal legal rights, the informal institutions imply that the marital status of the women, and the attitude of their husbands, is the overarching determinants for the commercial justice perceived as available to them. This has implication for many policy areas, such as entrepreneurship support, women’s empowerment and labour market policy. Theoretically, the findings highlight the importance of studying the informal institutions affecting women’s entrepreneurship around the globe. Concerning commercial justice in particular, three dimensions of gendering are identified.

The paper is based on a qualitative interview study. Further studies with varying methods are needed to further explore the gendering of commercial justice in Tanzania, East Africa and beyond.

A major practical implication of the study is the insight that business for development, will not automatically lead to business for equality, on a general level. The gender bias is also reproduced in everyday business life, for example, thorough access to commercial justice. Special measures to target the gender equality issue are, therefore, necessary. Another implication of the findings regard the importance of Alternative Dispute Resolution initiatives, affordable to women small and medium enterprise-owners.

While other obstacles to women’s entrepreneurship in the developing contexts have been well explored, the gendering of perceived commercial justice has not received sufficient attention in previous studies. Studies applying a gender theoretical perspective on entrepreneurship in the explored context are still needed.

Performance appraisal (PA) is one of the most indispensable human resource management practices as many critical decisions regarding employees’ performance are heavily based on the PA results as they are responsible for various attitude-related outcomes. This study aims to investigate the relationship between PA justice and affective commitment (AC) of employees in the Indian banking sector, and to examine the moderating effects of age and gender on this relationship.

A total of 298 employees from the banking sector were randomly selected to examine the relationship between PA justice and AC along with the moderating role of age and gender on this relationship through structural equation modelling using AMOS 21.

The findings of the study supported hypothesized relationships as PA justice significantly predicted the AC of bank employees in India. The moderating effects of age and gender on the relationship of PA justice and AC are found to be high for older employees and female employees, respectively.

As the present study was cross-sectional, so any inferences regarding causality are limited. Theoretical and managerial implications have been discussed in the context of banking sector.

The paper contributes new insights to the existing literature by examining the moderating effects of age and gender on the relationship of PA justice and AC in the context of Indian banking sector.

This paper aims to extend previous results demonstrating a statistically significant causal relationship between the implementation of 360-degree feedback in an organization and employees’ perceptions of organizational justice. It explores the sustainability of this justice, ultimately making it an integral part of the organizational culture. The paper examines whether the previous model (based on relationships among 360-degree feedback, organizational justice and sustainability of organizational justice) is invariant across different levels of management (i.e. operational and top/middle managers) and across a group of female versus male employees.

Structural equation modeling multigroup analysis and invariance tests were conducted with a cross-sectional sample of 400 employees in various positions in home appliances and electronics organizations.

The results further sustain/contest previous findings on the relationships among appraisal, organizational justice and sustainability among respondents of different genders and at different managerial levels. The results also provide significant practical implications. Top managers and supervisors can incorporate gender and managerial level differences identified in this study to modify their management styles and appraisal techniques to install high levels of organizational justice and achieve a competitive edge through the sustained levels of this organizational justice.

This study is the first to explore the impact of implementing a 360-degree appraisal system on employees’ perceptions of justice, while taking into consideration gender differences, i.e. whether males or females tend to perceive different types of justice within the organization and whether they differ in the way that they react to the appraisal system being implemented within the workplace. Given all the positive traits associated with a 360-feedback appraisal system, the way that this feedback is viewed and interpreted by employees can differ according to the employee’s rank within the organization, i.e. whether he/she belongs to top/middle management team or the operational/front-line management team.