Procedural Fairness in Restructuring and Layoffs
Measures Organizational Justice.
Sample items
- “When decisions are made about job reductions and reassignments, management treated me with kindness and respect”
- “Management made sure that all employee concerns were heard before job changes and elimination decisions were made”
Reliability & validity
Reliability & validity evidence is syncing from Principia.
Sources
- Mansour-Cole and Scott (1998)
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.
“Specifically, section 38.11 (entitled “ Order of Layoff” , page 156) of Article 38 stipulates: The order of layoff within a unit of layoff designated by the President for a reduction in force shall be: a. first, less than full-time temporary faculty unit employees who do not…”
— Strategic Compensation Talentmatch 49%
“Testing Proposed Modifications to CompensationDepending on what is learned during the follow-up investigations, modifications to compensation may be warranted. It is strongly recommended that before modifications are made, they are fully discussed with legal counsel and…”
— Compensating Employees Fairlymatch 49%
“Assuming that Sally’s lower previous salary was due to discrimination by her former employer, WidgetCo would be required to adjust for the prior employer’s discrimination and increase her starting salary to that of Sam’s.NoteThe Paycheck Fairness Act would limit employers’…”
— Compensating Employees Fairlymatch 49%
Resources: Strategic Compensation Talent · Compensating Employees Fairly