This work aimed at the investigation of the implications of granting differentiated pay and benefits for two groups of clerks who exerted similar functions in the same company on the perception of distributive justice and organizational commitment. The constructs of justice and organizational commitment were explored as theoretical support. The empirical study was carried out in an organization of the banking industry and was the object data from a survey conducted with a sample of 679 people, split into two groups by contractual distinctions: the pre-98, with 304 individuals, and post-98, with 379 people. The diversity of the two groups with very different profiles and significant differences in the benefits has proved very useful for comparative analysis. A questionnaire composed of demographic variables and trifatorial scales of commitment in the organization and the scale of perception of distributive justice was used as a tool of data survey.
Organizational commitment; Distributive justice; Pay and benefits; Survey
