Organizational Justice Measures – OJM
Measures employee perceptions of fairness regarding work outcomes, formal procedures, and interpersonal treatment by managers.
Scale Development & Technical Details
Scale Overview
The Organizational Justice Measures – OJM was developed by Brian P. Niehoff, Robert H. Moorman (1993). It is designed to measure Organizational Justice. The scale is intended for use with Employees / Working adults.
Scale Structure
This instrument consists of 20 items organized into 3 factors/subscales: Distributive Justice, Procedural Justice, Interactive Justice.
| Factor / Subscale | Items | N |
|---|---|---|
| Distributive Justice | 1,2,3,4,5 | 5 |
| Procedural Justice | 6,7,8,9,10,11 | 6 |
| Interactive Justice | 12,13,14,15,16,17,18,19,20 | 9 |
Response Format
Respondents rate each item using a custom response format.
Response anchors: 1 = Strongly disagree, 2 = Disagree, 3 = Slightly disagree, 4 = Neutral, 5 = Slightly agree, 6 = Agree, 7 = Strongly agree.
Scoring
Items are scored by subscale, with each subscale sum representing a distinct dimension.
Total scores range from 20 to 140. Interpretation guidelines:
- Low Perceived Justice: 20 – 59
- Moderate Perceived Justice: 60 – 100
- High Perceived Justice: 101 – 140
Psychometric Properties
Internal Consistency: The scale has demonstrated good to excellent internal consistency with reported Cronbach’s alpha values of Distributive Justice alpha: .72-.74; Procedural Justice alpha: .85; Interactive Justice alpha: .92.
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.