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  • 1.  measures of perceived fairness

    Posted 11-15-2007 10:58
    OBNetters (sorry for cross posting):

    I'm looking for recommendations regarding measures of perceived procedural justice and interactional justice that are appropriate for the following situation. In written vignettes, my colleague and I plan to manipulate features of an organizational policy, the procedures used to implement the policy, and how employees are treated/managed with respect to stipulations in the policy. We want to measure Ss' perceptions of procedural justice and interactional justice with respect to the hypothetical scenario portrayed in the vignette. Any recommendations for existing reliable/valid measures that could be adapted to our study? Thanks in advance....

    --Chuck

    2007-2008 Division Chair-Elect
    Research Methods Division, Academy of Management

    ******************************************
    Charles A. Pierce, Ph.D.
    Associate Professor, OB/HR Management
    Suzanne D. Palmer Research Professor
    Coordinator, Ph.D. Program
    Department of Management
    Fogelman College of Business
    University of Memphis
    Memphis, TN 38152-3120
    Voice: (901) 678-3159
    Fax: (901) 678-4990
    Email: capierce@memphis.edu
    Web: http://profiles.memphis.edu/capierce
    ******************************************


  • 2.  measures of perceived fairness

    Posted 11-15-2007 15:29
    Hi Chuck,



    For measuring perceptions of procedural justice, you may want to use the scale used in Folger and Konovsky's (1989) article which measures the focal elements of procedural justice identified by Leventhal, Karuza, and Fry (1980). For interactional justice, you may want to consider the items developed by Moorman (1991).



    The relevant cites are:



    Folger, R., & Konovsky, M. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115-130.



    Moorman, R. H. (1991). The relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.



    Good luck,

    Sreedhari

    ________________________________

    From: Organizational Behavior Division Listserv on behalf of Charles A Pierce (capierce)
    Sent: Thu 11/15/2007 8:57 AM
    To: OB@AOMLISTS.pace.edu
    Subject: measures of perceived fairness



    OBNetters (sorry for cross posting):

    I'm looking for recommendations regarding measures of perceived procedural justice and interactional justice that are appropriate for the following situation. In written vignettes, my colleague and I plan to manipulate features of an organizational policy, the procedures used to implement the policy, and how employees are treated/managed with respect to stipulations in the policy. We want to measure Ss' perceptions of procedural justice and interactional justice with respect to the hypothetical scenario portrayed in the vignette. Any recommendations for existing reliable/valid measures that could be adapted to our study? Thanks in advance....

    --Chuck

    2007-2008 Division Chair-Elect
    Research Methods Division, Academy of Management

    ******************************************
    Charles A. Pierce, Ph.D.
    Associate Professor, OB/HR Management
    Suzanne D. Palmer Research Professor
    Coordinator, Ph.D. Program
    Department of Management
    Fogelman College of Business
    University of Memphis
    Memphis, TN 38152-3120
    Voice: (901) 678-3159
    Fax: (901) 678-4990
    Email: capierce@memphis.edu
    Web: http://profiles.memphis.edu/capierce
    ******************************************


  • 3.  measures of perceived fairness

    Posted 11-15-2007 23:16
    There are several measures of justice.
    The Organizational Justice Inventory measures procedural, distributive, and interactional (now called interpersonal) justice. The following studies used this instrument.
     

    Rahim, M. A., Magner, N. R., & Shapiro, D. L. (2000).  Do fairness perceptions influence styles of handling conflict with supervisors: What fairness perceptions, precisely? International Journal of Conflict Management, 11, 9–31.

    Rahim, M. A., Magner, N. R., & Antonioni, D., Rahman, S. (2001).  Do justice relationships with organization-directed reactions differ across <st1:country-region w:st="on">U.S.</st1:country-region> and <st1:country-region w:st="on"><st1:place w:st="on">Bangladesh</st1:place></st1:country-region> employees?  International Journal of Conflict Management, 12, 337–353.

     
    Thanks.
    afzal rahim
     
     
    OBNetters (sorry for cross posting):

    I'm looking for recommendations regarding measures of perceived procedural justice and interactional justice that are appropriate for the following situation.  In written vignettes, my colleague and I plan to manipulate features of an organizational policy, the procedures used to implement the policy, and how employees are treated/managed with respect to stipulations in the policy.  We want to measure Ss' perceptions of procedural justice and interactional justice with respect to the hypothetical scenario portrayed in the vignette.  Any recommendations for existing reliable/valid measures that could be adapted to our study?  Thanks in advance....

    --Chuck

    2007-2008 Division Chair-Elect
    Research Methods Division, Academy of Management

    ******************************************
    Charles A. Pierce, Ph.D.
    Associate Professor, OB/HR Management
    Suzanne D. Palmer Research Professor
    Coordinator, Ph.D. Program
    Department of Management
    Fogelman College of Business
    University of Memphis
    Memphis, TN  38152-3120
    Voice: (901) 678-3159
    Fax:   (901) 678-4990
    Email: capierce@memphis.edu
    Web:   http://profiles.memphis.edu/capierce
    ******************************************



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  • 4.  measures of perceived fairness

    Posted 11-16-2007 01:05
    Chuck,


    Refer to justice measures in Kim & Leung (OBHDP, 2007).


    1. Overall fairness
    In general, I am fairly treated in this organization.
    All in all, this organization treats me fairly.
    Overall, I believe I receive fair treatments from this organization.
    2. Distributive justice
    The rewards I received here are quite fair.
    I believe that I am being rewarded fairly here at work.
    I receive fair rewards in this organization.
    3. Procedural justice
    This organization makes decisions in fair ways.
    The procedures used to handle organizational issues are fair.
    The rules and procedures to make decisions are fair.
    4. Interactional justice
    My supervisor treats me fairly.
    In interpersonal encounters, my supervisor gives me a fair treatment.
    The way my supervisor treats me is fair.


    Sincerely,


    Tae-Yeol Kim, Ph.D.

    Assistant Professor
    Management Department
    City University of Hong Kong
    83 Tat Chee Avenue
    Kowloon, Hong Kong
    Tel. 852-2788-7181
    Fax. 852-2788-7220
    E-mail: bestkty@cityu.edu.hk

    "I am the way and the truth and the life. No one comes to the Father except
    through me" (John 14: 6).


    -----Original Message-----
    From: Organizational Behavior Division Listserv
    [mailto:OB@AOMLISTS.pace.edu] On Behalf Of Charles A Pierce (capierce)
    Sent: Thursday, November 15, 2007 11:58 PM
    To: OB@AOMLISTS.pace.edu
    Subject: measures of perceived fairness

    OBNetters (sorry for cross posting):

    I'm looking for recommendations regarding measures of perceived procedural
    justice and interactional justice that are appropriate for the following
    situation. In written vignettes, my colleague and I plan to manipulate
    features of an organizational policy, the procedures used to implement the
    policy, and how employees are treated/managed with respect to stipulations
    in the policy. We want to measure Ss' perceptions of procedural justice and
    interactional justice with respect to the hypothetical scenario portrayed in
    the vignette. Any recommendations for existing reliable/valid measures that
    could be adapted to our study? Thanks in advance....

    --Chuck

    2007-2008 Division Chair-Elect
    Research Methods Division, Academy of Management

    ******************************************
    Charles A. Pierce, Ph.D.
    Associate Professor, OB/HR Management
    Suzanne D. Palmer Research Professor
    Coordinator, Ph.D. Program
    Department of Management
    Fogelman College of Business
    University of Memphis
    Memphis, TN 38152-3120
    Voice: (901) 678-3159
    Fax: (901) 678-4990
    Email: capierce@memphis.edu
    Web: http://profiles.memphis.edu/capierce
    ******************************************