Organizational Justice Measures
Measures employee perceptions of fairness regarding work outcomes, formal decision-making procedures, and interpersonal treatment by managers.
Scale Development & Technical Details
Scale Overview
The Organizational Justice Measures 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.
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 = Neither agree nor disagree, 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.