Procedural Fairness, Employee Voice, and Justification Scale
Measures employee perceptions of procedural fairness, voice, and management justification regarding organizational relocation decisions.
Scale Development & Technical Details
Scale Overview
The Procedural Fairness, Employee Voice, and Justification Scale was developed by Joseph P. Daly, Paul D. Geyer (1994). It is designed to measure Procedural fairness, employee voice, and justification. The scale is intended for use with Employees experiencing organizational relocation.
Scale Structure
This instrument consists of 11 items organized into 3 factors/subscales: Procedural Fairness, Employee Voice, Justification.
| Factor / Subscale | Items | N |
|---|---|---|
| Procedural Fairness | 1,2,3,4 | 4 |
| Employee Voice | 5,6,7,8 | 4 |
| Justification | 9,10,11 | 3 |
Response Format
Respondents rate each item using a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
The scale includes 6 reverse-scored items to reduce acquiescence bias.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 11 to 55. Interpretation guidelines:
- Low perceived fairness and voice: 11 – 25
- Moderate perceived fairness and voice: 26 – 40
- High perceived fairness and voice: 41 – 55
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Procedural fairness alpha = .88; Employee voice and justification alpha = .77.
Administration
The scale is self-administered and typically takes approximately 3 minutes to complete. It can be administered individually or in group settings. No special training is required for administration.