A Step toward a Common Measure of Organizational Justice

Maharee-Lawler, Saree; Rodwell, John; Noblet, Andrew

doi:10.2466/pr0.106.2.407-418

Cited by 15 publications

(27 citation statements)

References 31 publications

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“…The utilized three-item subscale demonstrated an acceptable, but relatively weak, level of reliability (as seen in other studies; e.g. Jepsen and Rodwell, 2009;Maharee-Lawler et al, 2010;Noblet et al, 2012). Like previous research, the use of this three-item measure of procedural-voice justice was the direct result of pragmatic necessity, due to the absence of a suitably rigorous alternative measurement of this construct.…”

Section: Organizational Justice: the Importance Of 'Voice'mentioning

confidence: 91%

“…In light of current debates in the field regarding the dimensionality of the organizational justice construct (e.g. Maharee-Lawler et al, 2010), the current study measured five forms of organizational justice using the same structural format as previous by studies (e.g. Jepsen and Rodwell, 2009;Noblet et al, 2012) …”

Section: Organizational Justicementioning

confidence: 99%

“…Preliminary evidence suggests that the associated 'voice effect' of procedural justice is associated with employee attitudes and behaviors (e.g. job satisfaction; Jepsen and Rodwell, 2009;Maharee-Lawler et al, 2010;Noblet et al, 2012); albeit no research, to the knowledge of the authors, has examined its respective contribution to employees' experience of stress and reported health.…”

Section: Introductionmentioning

confidence: 99%

“…However, there is growing debate within the academic literature regarding the dimensionality of organizational justice as first theoretically proposed; with a number of recent studies observing a fifth dimension termed procedural-voice justice (Jepsen and Rodwell, 2009;Maharee-Lawler et al, 2010;Noblet et al, 2012). Procedural-voice justice denotes the extent to which employees have a say or perceived influence in resource allocation decisions, and is often viewed as the associated 'voice effect' of those more 'core' conceptual components of procedural justice (Maharee-Lawler et al, 2010). These two observed constructs to procedural justice have been conceptually distinguished by terming them procedural core and procedural-voice justice respectively (Jepsen and Rodwell, 2009).…”

Section: Introductionmentioning

confidence: 99%

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Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Hassard

Teoh

Cox

2016

Health Promot. Int.

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A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions.

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Section: Organizational Justice: the Importance Of 'Voice'mentioning

confidence: 91%

Section: Organizational Justicementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Hassard

Teoh

Cox

2016

Health Promot. Int.

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“…The OJM has been used in many studies across a variety of industries and settings [21][22][23]. It has been translated and used in numerous countries, including the United States [3], Germany [21], Japan [22], Norway [23], Australia [24], and Spain [25]. In each of the countries, the psychometric properties of the OJM were satisfactory.…”

Section: Study Population Samplementioning

confidence: 99%

Development and Validation of the Polish Version of Colquitt's Organizational Justice Scale

Baka

2018

Int J Occup Med Environ Health

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Objectives: Organizational justice is an important predictor of employees' well-being and job performance. Colquitt's Organizational Justice Measure (OJM) was designed to assess four aspects of justice -distributive, procedural, interpersonal and informational. The lack of a Polish version of the tool, however, has precluded its application in Poland. The objective of this study was to test the psychometric properties of the OJM in a Polish sample. Material and Methods: The validating study was conducted on 2 participant samples (N = 209 and N = 659), employed in public and private companies. Both the exploratory and confirmatory factor analyses (EFA, CFA) as well as the estimation of internal consistency with Cronbach's α method were conducted. Predictive validity was assessed by correlating organizational justice with job-related factors and outcomes, including job resources and counterproductive work behavior. Results: The EFA and CFA supported a 4-dimension model of the OJM Polish version. This model indicated a better fit to data than the alternatively tested 1-factor, 2-factor and 3-factor models. The internal consistency of the scales was satisfactory, ranging 0.81-0.93 for various subscales. As expected, the overall organizational justice and the four subscales correlated positively with job resources and negatively with counterproductive work behavior. Conclusions: The Polish version of OJM has satisfactory psychometric properties and may be useful in assessing organizational justice in a Polish setting. Int J Occup Med Environ Health 2018;31(4): 415 -427

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General Health Questionnaire (GHQ-12), Beck Depression Inventory (BDI-6), and Mental Health Index (MHI-5): psychometric and predictive properties in a Finnish population-based sample

Elovanio

Hakulinen

Pulkki-Råbäck

et al. 2020

Psychiatry Research

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The short versions of the General Health Questionnaire (GHQ-12), Beck's Depression Inventory , and Mental Health Index (MHI-5) are all valid and reliable measures of general psychological distress, depressive symptoms, and anxiety. We tested the psychometric properties of the scales, their overlap, and their ability to predict mental health service use using both regression and machine learning (ML, random forest) approaches. Data were from the population-based FinHealth-2017 Study of adults (N=4270) with data on all of the evaluated instruments.Constructive validity, internal consistency, invariance, and optimal cut-off points in predicting mental health services were tested. Constructive validity was acceptable and all instruments measured their own distinct phenomenon. Some of the item scoring in BDI-6 was not optimal, and the sensitivity and specificity of all scales were relatively weak in predicting service use. Small gender differences emerged in optimal cut-off points. ML did not improve model predictions.GHQ-12, BDI-6, and MHI-5 may be interpreted to measure different constructs of psychological health symptoms, but are not particularly useful predictors of service use.

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A Step toward a Common Measure of Organizational Justice

Cited by 15 publications

References 31 publications

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Development and Validation of the Polish Version of Colquitt's Organizational Justice Scale

General Health Questionnaire (GHQ-12), Beck Depression Inventory (BDI-6), and Mental Health Index (MHI-5): psychometric and predictive properties in a Finnish population-based sample

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