Perceptions of discrimination and distributive injustice among people with physical disabilities: In jobs, compensation and career development

an article by Mercedes Villanueva-Flores (Cadiz University, Spain) and Ramon Valle and Mar Bornay-Barrachina (Universidad Pablo de Olavide, Seville, Spain) published in Personnel Review Volume 46 Issue 3 (2017)

Abstract

Purpose
This study examines whether disabled workers perceive negative workplace experiences in terms of discrimination. The purpose of this paper is to study the effects of perceived distributive injustice at work, regarding three dimensions – job assignment, compensation and career development opportunities – on perceived discrimination and explore the mediation role of perceived discrimination in the relationship between perceived distributive injustice and the job dissatisfaction.

Design/methodology/approach
Research hypotheses are tested with a questionnaire administered to 107 disabled employees working in public and private Spanish organisations.

Findings
The results indicate that physically disabled people perceive distributive injustice and discrimination at work regarding job assignment, compensation and career development opportunities in Andalusian organisations, and this perception of discrimination leads to feel dissatisfaction. This study confirms the triple dimensionality of two of the variables studied: perceived distributive injustice at work and perceived discrimination at work.

Originality/value
Few studies have focussed on disability-related issues from a human resource management viewpoint. This study focusses on job assignments, compensation and career development and shows that the perception of discrimination mediates the relation between the perception of distributive injustice at work, and job dissatisfaction. That is, perceived distributive injustice in the organisation leads physically disabled employees to compare their situation with that of their non-disabled peers and thus to perceive discrimination regarding job assignment, compensation and career development opportunities. As a result, they become dissatisfied with their jobs. The results obtained allow us to extend the organisational justice framework, achieving a more thorough understanding of the perception of both injustice and discrimination.

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