Procedural and Distributive Fairness of Gainsharing
Measures Organizational Justice.
Sample items
- “The design of the gainsharing plan seems fair”
- “The gainsharing formula is the same for all employees se The gainsharing plan is administered fairly”
Reliability & validity
Cronbach's α 0.73–0.86 across reported samples.
Sources
- Welbourne, Balkin, and Gomez-Mejia (1995)
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.
“Ibid. 35 . M. Hashim and J. C. Bockstedt, “Overcoming Free-Riding in Information Goods: Sanctions or Rewards?” Presented at the 48th Hawaii International Conference on System Sciences, 2014. Available at: http://ssrn.com/abstract=2463453 . 36 . G. Hofstede, Culture’s…”
— The Compensation Handbook (6th ed.)match 59%
“CheckersThe idea of non-monetary rewards also allows you to customize your compensation for specific employees – and aligns with Marcus Buckingham’s notion that good leaders play checkers; great leaders play chess. You want a wide range of talents and often some…”
— Scaling Up Compensationmatch 58%
“The more common (yet, as we have seen in the case of Heath Ceramics, often not the fairest) solution is to pay the amount in proportion to the employee’s base salary. A third option is to differentiate the percentage according to job levels (first-line, coordinators, managers,…”
— Scaling Up Compensationmatch 56%
Resources: The Compensation Handbook (6th ed.) · Scaling Up Compensation