Perceived Fairness in Goal Setting scale

Description

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.

Reliability 

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

Validity

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

Source

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.

Items

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?
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Related terms:

  1. LOCKE’S THEORY OF GOAL SETTING
  2. Patiënt Specifieke Goal-setting methode
  3. Performance Goal and Learning Goal Orientation Scales (PGO and LGO)
  4. Procedural Fairness scale
  5. Procedural Fairness Standards in Pay scale
  6. Fallacy Of Fairness
  7. Procedural Fairness, Employee Voice, and Justification
  8. Fairness in Skill-Based Pay
  9. Procedural Fairness in Restructuring and Layoffs measure
  10. Fairness Perceptions of an Organizational Policy