Perceived Fairness in Goal Setting scale


This measure, (Perceived Fairness in Goal Setting) developed by Roberson, Moye, and Locke (1999), uses three items to describe the extent to which employees believe that fair procedures are used to establish performance goals. Although procedural justice per­ceptions can cover both procedural fairness and opportunities for employees to discuss or influence the outcome of a goal-setting process, this measure focuses only on the procedural aspects of goal setting.


Coefficient alpha was .94 (Roberson et al., 1999).


Perceived fairness of procedures correlated positively with perceived partic­ipation and task satisfaction (Roberson et al., 1999).


Roberson, Q. M., Moye, N. A., &Locke, E. A. (1999). Identifying a missing link between participation and satisfaction: The mediating role of procedural justice perceptions. Journal of Applied Psychology, 84(4), 585-593. Items were taken from text, p. 588. Reprinted with permission.


Responses are obtained using a 9-point Likert-type scale where 1 = not at all and 9 = extremely.

  1. How fair were the procedures used to set your goals?
  2. How fair were the procedures used to determine your goal?
  3. To what extent do you consider the goal-setting process to be fair?

This content is licensed under a CC-BY license. The CC-BY licenses grant rights of use the scales in your studies (the measurement instrument and its documentation), but do not replace copyright. This remains with the copyright holder, and you have to cite us as the source.

Mohammed Looti, PSYCHOLOGICAL SCALES (2023) Perceived Fairness in Goal Setting scale. Retrieved from DOI: 10.13140/RG.2.2.31575.96163