Organizational justice refers to workers’ perceptions of what is fair and unfair in their workplaces. The aim of the present study was to provide evidence of the factorial validity and psychometric properties of the Argentine version of Colquitt’s Organizational Justice Scale. To achieve this objective, an empirical, quantitative, instrumental study with a cross-sectional design was conducted. Data were obtained from a convenience sample of 406 employees (212 men and 194 women) of different Argentine organizations. Confirmatory factor analysis results supported the four-factor structure of the scale (distributive, procedural, interpersonal, and informational justice). The instrument showed good reliability indices (ordinal alpha and composite reliability values greater than .80) and adequate discriminant and convergent validity (average variance extracted indices greater than .60). T...

The aim of this study was to validate the Brandes´s Organizational Cynicism Scale in orderto use it with Argentinean workers. Functional equivalence of the instrument was analyzed. The adapted version was administered to a sample of 396 workers; who also answered a selection of instruments to explore organizational trust, organizational commitment and job satisfaction. Exploratory factor analysis showed a three-factor structure that explained 68.8% of the total variance. Confirmatory factor analysis led to re-specification of the model, eliminating three items. Construct validity was demonstrated on the basis of correlationanalysis. Instrument reliability reached satisfactory levels. Weaknesses and strengths of theresearch are pointed out. A new agenda for future research is suggested.

The aim of the present study was to explore the association between perceptions of inter- personal/informational justice and ambivalent sexism among Argentinean employees, and to examine the possible role that collectivism and individualism exert on this association. Participants (128 men and 120 women) completed a battery of instruments to measure the variables of interest. Results showed that perceptions of interpersonal and informational justice were negatively associated with hostile sexism, and that, unexpectedly, perceptions of informational justice were positively associated with benevolent sexism. Vertical collectivism and vertical individualism moderated the relationships between perceptions of interpersonal justice and hostile sexism. Findings are discussed in light of their theoretical and practical implications. Suggestions for future research are provided.

El objetivo del estudio consistió en validar la Escala de Cinismo Organizacional de Brandes para su empleo con trabajadores argentinos. Se analizó la equivalencia funcional del ins-trumento. Se administró una versión adaptada a una muestra de 396 empleados, quienes respondieron también una selección de instrumentos para explorar confianza en la organi-zación, compromiso organizacional y satisfacción laboral. El análisis factorial exploratorio mostró una estructura de tres factores que explicaron el 68.8% de la varianza total. El aná-lisis factorial confirmatorio condujo a re-especificar el modelo, eliminando tres ítems. La validez de constructo quedó demostrada en base a los análisis de correlación efectuados. La confiabilidad del instrumento alcanzó niveles satisfactorios. Se puntualizan las debilidades y fortalezas de la investigación realizada. Se sugiere una agenda p...

El objetivo del estudio fue, por un lado, explorar las relaciones entre percepciones de jus- ticia interpersonal/informacional y sexismo ambivalente en empleados argentinos, y, por otro lado, examinar el posible rol que el individualismo y el colectivismo ejercen sobre tales relaciones. Los participantes (128 varones y 120 mujeres) completaron una batería de reconocidos instrumentos para medir las variables de interés. Los resultados mostraron que las percepciones de justicia interpersonal e informacional se relacionaron negativamente con sexismo hostil y que, inesperadamente, la justicia informacional se asoció positivamente con sexismo benévolo. Colectivismo vertical e individualismo vertical moderaron las rela- ciones entre justicia interpersonal y sexismo hostil. Se discuten las implicaciones teóricas y prácticas de estos hallazgos. Se sugieren futuras investigaciones en el ár...

The aim of the present study was to explore the association between perceptions of inter- personal/informational justice and ambivalent sexism among Argentinean employees, and to examine the possible role that collectivism and individualism exert on this association. Participants (128 men and 120 women) completed a battery of instruments to measure the variables of interest. Results showed that perceptions of interpersonal and informational justice were negatively associated with hostile sexism, and that, unexpectedly, perceptions of informational justice were positively associated with benevolent sexism. Vertical collectivism and vertical individualism moderated the relationships between perceptions of interpersonal justice and hostile sexism. Findings are discussed in light of their theoretical and practical implications. Suggestions for future research are provided.

The aim of this study was to validate the Brandes´s Organizational Cynicism Scale in orderto use it with Argentinean workers. Functional equivalence of the instrument was analyzed. The adapted version was administered to a sample of 396 workers; who also answered a selection of instruments to explore organizational trust, organizational commitment and job satisfaction. Exploratory factor analysis showed a three-factor structure that explained 68.8% of the total variance. Confirmatory factor analysis led to re-specification of the model, eliminating three items. Construct validity was demonstrated on the basis of correlationanalysis. Instrument reliability reached satisfactory levels. Weaknesses and strengths of theresearch are pointed out. A new agenda for future research is suggested.