Distributive and Procedural Justice
Measures Organizational Justice.
Sample items
- “I am not sure what determines how I can get a promotion in this organization”
- “I am told promptly when there is a change in policy, rules, or regulations that affects me”
Reliability & validity
Reliability & validity evidence is syncing from Principia.
Sources
- Sweeney and McFarlin (1997)
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 57%
“Reason logically from those propositions to the specific topic you’re examining. We’ve already discussed items (1) through (3), so let’s focus now on (4) and (5). As you identify the relevant concepts and discover what’s already been learned about them, you can begin to create a…”
— The Practice of Social Researchmatch 52%
“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 46%
Resources: Compensating Employees Fairly · The Practice of Social Research