Procedural Justice
Measures Organizational Justice.
Sample items
- “How fair or unfair are the procedures used to determine promotions?”
Reliability & validity
Cronbach's α 0.73–0.85 across reported samples.
Sources
- McFarlin and Sweeney (1993)
Deploy it
The full item bank and survey deployment live in the People Analytics Toolbox (the enterprise survey-item library), with the min-N privacy gate.
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Special thanks are due to Gabrielle, equally gifted with the red pen and words of encouragement, for her judicious use of both.This page is customarily left blank.ContentsChapter 1: Why Equity in Compensation Matters 1Chapter 2: Types of Discrimination in Compensation…”
— Compensating Employees Fairlymatch 53%
“We quietly went from making these awards every year, to every other year, to even less frequently. There’s always the chance we’ll do another one, but we haven’t for some time. So, do the shortcomings of this program contradict my earlier advice to pay exceptional people…”
— Work Rules! (Laszlo Bock)match 46%
“An organization’s compensation decisions could be internally equitable, based on objective and well-defined factors, and communicated with the utmost courtesy and respect. However, if the only communication is “your bonus is $X” or “your merit increase is Y%” and no supporting…”
— Compensating Employees Fairlymatch 44%
Resources: Compensating Employees Fairly · Work Rules! (Laszlo Bock)