Distributive and Procedural Justice Measure – DPJM
Measures employee perceptions of fairness in reward allocation and decision-making processes within an organization.
Scale Development & Technical Details
Scale Overview
The Distributive and Procedural Justice Measure – DPJM was developed by Parker, C. P., Baltes, B. B., & Christiansen, N. D. (1997). It is designed to measure Distributive and Procedural Justice. The scale is intended for use with Employees.
Scale Structure
This instrument consists of 7 items organized into 2 factors/subscales: Procedural Justice, Distributive Justice.
| Factor / Subscale | Items | N |
|---|---|---|
| Procedural Justice | 1,2,3,4 | 4 |
| Distributive Justice | 5,6,7 | 3 |
Response Format
Respondents rate each item using a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 7 to 35. Interpretation guidelines:
- Low perception of organizational justice: 7 – 17
- Moderate perception of organizational justice: 18 – 28
- High perception of organizational justice: 29 – 35
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Distributive justice alpha = .88, Procedural justice alpha = .74.
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.