Procedural Justice in Performance Appraisal
Measures Organizational Justice.
Sample items
- “Overall, how hard did the supervisor who rated your performance try to be fair to you?”
- “The supervisor considered the important aspects of your work when rating you”
Reliability & validity
Reliability & validity evidence is syncing from Principia.
Sources
- Dulebohn and Ferris (1999)
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.
“2013. “Education at a Glance 2013: OECD Indicators.” Paris. Available at: www.oecd.org/edu/eag2013percent20percent28engpercent29—FINALpercent2020percent20Junepercent202013.pdf . Pink, D. H. 2009. Drive: The Surprising Truth about What Motivates Us . Riverhead Books, New York.…”
— The Compensation Handbook (6th ed.)match 59%
“In some ways, this statement is a long-term complement to the Fourth Element of managing, which focuses on more immediate “recognition and praise.” There is nothing wrong with a formal evaluation process per se , and much to recommend it. Roughly seven in 10 working Americans…”
— Twelve Elements Great Managingmatch 58%
“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 57%
Resources: The Compensation Handbook (6th ed.) · Twelve Elements Great Managing · Compensating Employees Fairly