Procedural and Distributive Fairness of Gainsharing
Measures employee perceptions of procedural and distributive justice regarding organizational gainsharing programs.
Scale Development & Technical Details
Scale Overview
The Procedural and Distributive Fairness of Gainsharing was developed by Theresa M. Welbourne, David B. Balkin, Luis R. Gomez-Mejia (1995). It is designed to measure Organizational Justice in Gainsharing. The scale is intended for use with Employees participating in gainsharing programs.
Scale Structure
This instrument consists of 15 items organized into 3 factors/subscales: Procedural justice based on rules and administration, Procedural justice based on suggestion committee actions, Distributive justice.
| Factor / Subscale | Items | N |
|---|---|---|
| Procedural justice based on rules and administration | 1,2,3,4,5,6,7 | 7 |
| Procedural justice based on suggestion committee actions | 8,9,10 | 3 |
| Distributive justice | 11,12,13,14,15 | 5 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: 1 = Strongly disagree, 2 = Disagree, 3 = Neither agree nor disagree, 4 = Agree, 5 = Strongly agree.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 15 to 75. Interpretation guidelines:
- Low Perceived Fairness: 15 – 35
- Moderate Perceived Fairness: 36 – 55
- High Perceived Fairness: 56 – 75
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Procedural justice (rules): alpha .71-.90; Distributive justice: alpha .73-.86; Procedural justice (committee): alpha .60.
Administration
The scale is self-administered and typically takes approximately 5 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.