Abstract

The present study attempted to distinguish between distributively and prcedurally fair leadership behaviors, and investigated their differential effects on organizational behavior. The six competing models from theoretical perspectives (dual-process, equal-procee, distribution-dominant, procedure-dominant, distribution-only) were hypothesized, and a structural equation analysis was conducted with survey data collected from 358 white collar workers. Based on goodness-of-fit indexes and parsimoniousness of competing models, the sequential χ²-difference tests supported the procedure-dominant model. This model assumed that distirbutively fair leadership influences outcome satisfaction by leader and organization, whereas prcedurally fair leadership influences leader support and organizational commitment as well as outcome satisfaction by leader and organization, These results suggest that the two factor model of justice can be, in part, applied to leadership setting, and overall effects of procedurally fair leadership are greater than distributively fair leadership.