The Justice Scale
This scale was based on one used by Moorman (1991) and had reported reliabilities above .90 for all three dimensions. All items used a seven-point response format
1. My work schedule is fair
2. I think that my level of pay is fair.
3. I consider my work load to be quite fair.
4. Overall‚ the rewards I receive here are quite fair.
5. I feel that my job responsibilities are fair.
6. Job decisions are made by the general manager in an unbiased manner.
7. My general manager makes sure that all employee concerns are heard before job decisions are made.
8. To make job decisions‚ my general manager collects accurate and complete information.
9. My general manager clarifies decisions and provides additional information when requested by employees.
10. All job decisions are applied consistently across all affected employees.
11. Employees are allowed to challenge or appeal job decisions made by the general manager.
12. When decisions are made about my job‚ the general manager treats me with kindness and consideration.
13. When decisions are made about my job‚ the general manager treats me with respect and dignity.
14. When decisions are made about my job‚ the general manager is sensitive to my personal needs.
15. When decisions are made about my job‚ the general manager deals with in a truthful manner.
16. When decisions are made about my job‚ the general manager shows concern for my rights as an employee.
17. Concerning decisions made about my job‚ the general manager discusses the implications of the decisions with me.
18. The general manager offers adequate justification for decisions made about my job.
19. When making decisions about my job‚ the general manager offers explanations that make sense to me.
20. My general manager explains very clearly any decision made about my job.
The lambdas reported are from the standardized solution. X2167 = 348.07 (p < .001);
CFI = .92‚ calculated from null of 2‚602.00 with 190 df.
JUSTICE AS A MEDIATOR OE THE
RELATIONSHIP BETWEEN METHODS OF
MONITORING AND ORGANIZATIONAL
BRIAN P. NIEHOFF
Kansas State University
ROBERT H. MOORMAN
West Virginia University
Academy of Management journal
1993. VoL 36. No. 3. 527-556. June