Table of Contents
Description
This measure, (Perceived Injustice scale) developed by Hodson, Creighton, Jamison, Rieble, and Welsh (1994), describes the extent to which employees perceive their employer treats them unfairly. The measure asks employees to describe the extent of injustice using four specific questions rather than generalized eval uations of injustice at their workplaces. The measure was originally developed to investigate the impact of modern forms of incorporating workers in the labor process on employee solidarity and resistance.
Reliability
Coefficient alpha was .70. The items were factor analyzed with four other items measuring workplace solidarity of employees. The four items assessing perceived injustice loaded on a single factor with no significant cross loadings (Hodson et al., 1994).
Validity
In multivariate regression, perceived injustice was related positively to workplace participation, working in a physically demanding job, and working in a larger organization. Perceived injustice was negatively related with being married, being in a higher socioeconomic status, having more bureaucratic procedures, and having more solidarity.
Source
Hodson, R., Creighton, S., Jamison, C. S., Rieble, S., & Welsh, S. (1994). Loyalty to whom? Workplace participation and the development of con sent. Human Relations, 47(8), 895-909. Items were taken from text, p. 905. © Sage Ltd. Reprinted with permission.
Items
Responses are obtained using a 4-point Likert-type scale where 4 = strongly agree, 3 = somewhat agree, 2 = somewhat disagree, and 1 = strongly disagree.
- Some people at my workplace receive special treatment because they are friendly with supervisors
- People at my workplace sometimes get credit for doing more than they actually do
- People at my workplace sometimes put off finishing tasks so that they do not get assigned additional work
- The work in my department is often more difficult than it needs to be because people in other departments do not do their jobs the best they could