Procedural Fairness Standards in Pay
Measures Organizational Justice.
Sample items
- “Represents my pay interests to other management”
- “Represents my pay interests with upper management”
Reliability & validity
Reliability & validity evidence is syncing from Principia.
Sources
- Jones, F. F., Scarpello, V., Bergmann, T. (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.
“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 62%
“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 61%
“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 60%
Resources: Compensating Employees Fairly