Reliability and Validity of the Japanese Version of the Organizational Justice Questionnaire

Abstract

Reliability and Validity of the Japanese Ve r s i o n o f t h e O r g a n i z a t i o n a l J u s t i c eWe translated the modified OJQ into the Japanese language and examined the internal consistency reliability, and factor-based and construct validity of this measure. A back-translation procedure confirmed that the translation was appropriate, pending a minor revision. Methods: A total of 185 men and 58 women at a manufacturing factory in Japan were surveyed using a mailed questionnaire including the OJQ and other job stressors. Results: Cronbach alpha coefficients of the two OJQ subscales were high (0.85-0.94) for both sexes. The hypothesized two factors (i.e., procedural justice and interactional justice) were extracted by the factor analysis for men; for women, procedural justice was further split into two separate dimensions supporting a three-rather than two-factor structure. Convergent validity was supported by expected correlations of the OJQ with job control, supervisor support, effort-reward imbalance, and job future ambiguity in particular among the men. Conclusion:The present study shows that the Japanese version of the OJQ has acceptable levels of reliability and validity at least for male employees. (J Occup Health 2009; 51: 74-83)

Organizational Justice and Major Depressive Episodes in Japanese Employees: A Cross‐sectional Study

“…However, this finding is inconsistent with the theoretical notion that interactional justice as well as procedural justice focuses on the basic elements of the social structure in which task-level job characteristics (i.e., job demands, job control, and social support at work) are operating 22) and affects distributive justice 21) , which is almost a synonym of the ERI 7) . The OJQ, which we used in this study, has a limitation that the interactional justice scale may not distinguish supervisors' attitudes toward fairness as a resource from supervisor support given to an individual employee 24) . Thus, these findings may be attributable to multicollinearity between interactional justice and social support at work (r=0.686) (see Table 2), which may lead to less accurate estimation of OR (i.e., wide 95% CI) for the low interactional justice group.…”

“…Organizational justice was assessed using the Japanese version of the organizational justice scale 21,23,24) , sometimes known as the Organizational Justice Questionnaire (OJQ) 25) . Moorman 21) developed the original OJQ, and its modified version 23) has been used widely in research on organizational justice and health 9−12, 25, 26) .…”

“…A total score for each OJQ subscale was calculated by averaging item scores. The modified English version of the OJQ was translated into Japanese, and the internal consistency reliability and factor and construct validity have been reported to be acceptable for this version 24) . In this sample, Cronbach's alpha was 0.86 for procedural justice and 0.93 for interactional justice for male participants; and 0.88 for procedural justice and 0.94 for interactional justice for female participants ( Table 1).…”

Change in organizational justice and job performance in Japanese employees: A prospective cohort study

“…The Japanese version of the organizational justice scale 10,11) , sometimes known as the Organizational Justice Questionnaire (OJQ), was used to assess organizational justice at baseline and follow-up. The OJQ consists of a seven-item procedural justice scale (response range 1−5) and a six-item interactional justice scale (response range 1−5), both measured on a five-point scale: 1=strongly disagree to 5=strongly agree.…”

Job Stress and Mental Health among Workers in Asia and the World

“…Interpersonal relationships have been shown to be prospectively associated with depression 20) . Research also has focused on a new dimension of psychosocial factors at work, organizational justice 21) . Intervention studies to reduce job stressors and improve the mental health of workers are particularly important to bring the theories and the research findings from observational studies into occupational health practice in real life.…”