#PREFERENTIAL TREATMENT IN THE WORKPLACE SERIAL#

Result indicates no significant main effect for gender on job involvement among bankers at F (1, 197) = 0.82, P>.05 level of significance. Three hypotheses were posited and tested in this study using two way analysis of variance (2-WAY ANOVA). They include a 10-item job involvement scale and organizational politics scale which contained 12 items. The ages of the participants ranged from 20 to 56 years with a mean age of 32.83 and standard deviation of 10.44. Out of the 201 participants 82 (40.8%) were males while 119 (59.2%) were females. A total of 201 bankers from Onitsha, Anambra State Nigeria served as participants in the study. This study investigated the influence of gender and organizational politics on job involvement.

#PREFERENTIAL TREATMENT IN THE WORKPLACE SERIAL#

The present research has implications for understanding attitudes toward serial policies where it is possible that justice concerns could be a genuine source of opposition or a rationalization of prejudice. Nevertheless, in line with the hypothesis of justice as a rationalization, we also found that people's prejudice level was positively associated with opposition to AA programs that were not explicitly justice violating moreover, the effect of prejudice was mediated through the tendency to construe these programs as justice violating. in line with the hypothesis of justice as a cause, we found that, independent of their level of prejudice, people were opposed to AA programs that violate distributive and procedural justice norms, as a result of genuine beliefs in the principles of fairness that the programs violate. Three studies examined whether the concern for justice can be a genuine determinant of attitudes toward affirmative action (AA) or whether justice-based opposition merely masks prejudice. Further we also conceptualize the relationship of employee attitude in this connection. This paper also tries to explain the controversies between the results of different studies and propose to make more construct valid measure for job involvement. In this paper we try to further explain the construct of job involvement and combined the results of different studies in this context. Several studies examined the relationship of job involvement with employee performance and claimed that there is a positive relationship between these two variables. These employees work for the organization with their hand, head and heart. These kinds of employees are highly productive and produce better results as compare to the employees who are not involved with their job.

It is hypothesized that involved employees exert considerable efforts for achieving the goals and objectives of the organization. Job involvement was considered very important in the previous literature for increasing the performance of the employees. Based on the conclusion therefore, recommendations were made. The study concluded that feelings of organisational preferential treatment and job involvement significantly differ along gender while employees' preference for merit does not. There was, however, no significant interaction effect observed for both employees' preference for merit and organisational preferential treatment on job involvement of workers. Both employees' preference for merit and organizational preferential treatment has a positive relationship with job involvement. Each of the independent variables has a separate main effect on job involvement. There was no significant influence of organisational preferential treatment and employees' preference for merit on job involvement. It also showed a positive relationship between job involvement and organisational preferential treatment. Findings of the study revealed that a positive relationship exists between job involvement and employees' preference for merit. A total of five hypotheses were tested using Pearson's Product Moment Correlation, Independent t-test and two-way Analysis of Variance (ANOVA). Two hundred (200) participants drawn from the Ekiti State Civil Service responded to three instruments used in this study. The study examined the impact of organisational preferential treatment and employees' preference for merit on job involvement of workers in Ekiti State Civil Service.

Preferential treatment in the workplace