HR & organizational behavior
Organizational justice scale: what it is, how to measure
- Concept
- Organizational justice
- Field
- HR & organizational behavior
- Scales in the library
- 4
- Items
- 20
Organizational justice is employees' perception of how fair the organization is in allocating outcomes, making decisions, and treating them. Colquitt (2001) tested a four-component structure: distributive, procedural, interpersonal, and informational justice, with a 20-item set that is the most cited justice measure. In Vietnam, the concept often appears in theses on pay and bonuses, performance appraisal, turnover intention, commitment, and organizational citizenship behavior.
Comparing the scales
| Scale | Author (year) | Items | Response format | When to use it |
|---|---|---|---|---|
| Distributive Justice (DJ) Organizational justice scale | Colquitt (2001) | 4 | 5-point | Distributive justice; 4 items. Replace (outcome) with income, bonus, or a specific appraisal result. |
| Procedural Justice (PJ) Organizational justice scale | Colquitt (2001) | 7 | 5-point | Procedural justice; 7 items about the procedures used to reach outcomes. |
| Interpersonal Justice (IPJ) Organizational justice scale | Colquitt (2001) | 4 | 5-point | Interpersonal justice; 4 items about how the manager treats people. |
| Informational Justice (IFJ) Organizational justice scale | Colquitt (2001) | 5 | 5-point | Informational justice; 5 items about explanations and communication. |
Items of each scale
Original English wording from the published source. Replace placeholders such as [system] or
[brand] with what your study is about, and pilot the questionnaire with 20 to 30 respondents first.
Distributive Justice (DJ) · Organizational justice scale
| Code | Item |
|---|---|
| DJ1 | Does your (outcome) reflect the effort you have put into your work? |
| DJ2 | Is your (outcome) appropriate for the work you have completed? |
| DJ3 | Does your (outcome) reflect what you have contributed to the organization? |
| DJ4 | Is your (outcome) justified, given your performance? |
Source: Colquitt (2001). Response scale, licence and APA reference: Organizational justice scale.
Procedural Justice (PJ) · Organizational justice scale
| Code | Item |
|---|---|
| PJ1 | Have you been able to express your views and feelings during those procedures? |
| PJ2 | Have you had influence over the (outcome) arrived at by those procedures? |
| PJ3 | Have those procedures been applied consistently? |
| PJ4 | Have those procedures been free of bias? |
| PJ5 | Have those procedures been based on accurate information? |
| PJ6 | Have you been able to appeal the (outcome) arrived at by those procedures? |
| PJ7 | Have those procedures upheld ethical and moral standards? |
Source: Colquitt (2001). Response scale, licence and APA reference: Organizational justice scale.
Interpersonal Justice (IPJ) · Organizational justice scale
| Code | Item |
|---|---|
| IPJ1 | Has (he/she) treated you in a polite manner? |
| IPJ2 | Has (he/she) treated you with dignity? |
| IPJ3 | Has (he/she) treated you with respect? |
| IPJ4 | Has (he/she) refrained from improper remarks or comments? |
Source: Colquitt (2001). Response scale, licence and APA reference: Organizational justice scale.
Informational Justice (IFJ) · Organizational justice scale
| Code | Item |
|---|---|
| IFJ1 | Has (he/she) been candid in (his/her) communications with you? |
| IFJ2 | Has (he/she) explained the procedures thoroughly? |
| IFJ3 | Were (his/her) explanations regarding the procedures reasonable? |
| IFJ4 | Has (he/she) communicated details in a timely manner? |
| IFJ5 | Has (he/she) seemed to tailor (his/her) communications to individuals’ specific needs? |
Source: Colquitt (2001). Response scale, licence and APA reference: Organizational justice scale.
Tips
- Before each item group, write a lead-in stating which procedure, which outcome, and who the decision maker is; replace [outcome] and [manager] consistently throughout the questionnaire.
- Items are written as questions and answered on an extent scale (to a small extent ... to a large extent); if you convert them to statements with an agreement scale, state that you adapted them.
- Run a four-factor CFA and compare it with a three-factor model combining interpersonal and informational justice, as Colquitt (2001) did.
- If you use only one or two components, name the components correctly; do not call it organizational justice in general.
Once you have a scale, put the concept in the research model drawer to state your hypotheses, work out the minimum sample size, and after data collection check reliability with the Cronbach's alpha calculator.
Frequently asked questions
How many components does organizational justice have?
Four according to Colquitt (2001): distributive (outcomes), procedural (processes), interpersonal (being respected), and informational (being given explanations). Some studies merge the last two into interactional justice.
Do I need permission to use Colquitt's scale?
The items were published in the original article in the Journal of Applied Psychology and are widely used; no separate conditions of use were found. When using them, cite the original article.
Which variables does organizational justice usually accompany in a model?
Usually an independent variable affecting job satisfaction, commitment, organizational citizenship behavior, and turnover intention; the reasoning draws on social exchange theory.