Psychometric properties of a four-component Norwegian Organizational Justice Scale

Organizational justice has attracted attention as a predictor of employees' mental and physical health as well as commitment and work outcomes. The lack of a Norwegian translation of an organizational justice scale has precluded its use in Norway. Four dimensions of the organizational justice construct were examined in a Norwegian military context, including facet measures of distributional, interpersonal, and informational justice developed by Colquitt in 2001, in addition to procedural justice developed by Moorman in 1991. Confirmatory factor analyses supported a four-dimensional structure with good internal consistency. Follow-up analyses have suggested that the four dimensions were nested beneath a general, latent organizational justice factor. A positive relationship between organizational justice and self-sacrificial behavior was found, indicating satisfactory construct validity. The results demonstrate that the Norwegian Organizational Justice Scale is a reliable and construct-valid measure of organizational justice in a Norwegian setting.     

Does the justice of the one interact with the justice of the many? Reactions to procedural justice in teams

This article reported the results of 2 studies that examined reactions to procedural justice in teams. Both studies predicted that individual members' reactions would be driven not just by their own procedural justice levels but also by the justice experienced by other team members. Study 1 examined intact student teams, whereas Study 2 occurred in a laboratory setting. The results showed that individual members' own justice interacted with others' justice, such that higher levels of role performance occurred when justice was consistent within the team. These effects were strongest in highly interdependent teams and weakest for members who were benevolent with respect to equity sensitivity.     

Psychometric characteristics of the Parenting Scale in a head start population.

Examined the reliability, construct, and concurrent validity of the Parenting Scale (PS), a brief instrument designed to measure dysfunctional parenting practices for parents of young children. In Study 1, 183 primarily African American mothers and their Head Start children completed the PS. The PS, which consists of 3 subscales--Laxness, Overreactivity, and Verbosity--was subjected to confirmatory factor analysis (CFA). Neither the original 3-factor structure, nor a 2-factor structure consisting of the original Laxness and Overreactivity factors, fit the data. A subsequent exploratory factor analysis yielded a 2-factor solution that was generally consistent with the Overreactivity and Laxness subscales identified by Arnold, O'Leary, Wolff, and Acker (1993). The 2-factor CFA solution was replicated with a sample of 216 similar mothers, and the 5-item Overreactivity and Laxness subscales retained internal consistencies above .70. Analysis of the convergent validity of the modified PS and its 2 subscales revealed moderate associations with measures of permissiveness, authoritarianism, involvement, and limit setting. Scores on the PS were not correlated significantly with measures of social desirability, maternal education level, or parent report of internalizing behavior problems. Concurrent validity evidence was obtained by correlating the PS with measures of parenting satisfaction and support, parenting stress, maternal depression, and measures of externalizing child behavior problems.     

Exchange fairness and employee performance: An examination of the relationship between organizational politics and procedural justice

Data obtained from a manufacturing firm and a newspaper firm in India were used to examine the relationship between organizational politics and procedural justice in three separate studies. Study 1 constructively replicated research on the distinctiveness of the two constructs. Confirmatory factor analyses in which data from the manufacturing firm served as the development sample and data from the newspaper firm served as the validation sample demonstrated the distinctiveness of organizational politics and procedural justice. Study 2 examined the antecedents of the two constructs using data from the manufacturing firm. Structural equation modeling (SEM) results revealed formalization and participation in decision making to be positively related to procedural justice but negatively related to organizational politics. Further, authority hierarchy and spatial distance were positively related to organizational politics but unrelated to procedural justice. Study 3 examined the consequences of the two constructs in terms of task and contextual performance using data from the newspaper firm. Results of SEM analysis revealed procedural justice but not organizational politics to be related to task performance and the contextual performance dimensions of interpersonal facilitation and job dedication.     

Evaluating and developing a multidimensional, dispositional measure of appraisal

Although theories of stress have emphasized the critical role of the appraisal process, the use of dispositional measures of appraisal have not been readily investigated. Using a large multiethnic sample, we examined the factorial validity and dimensionality of a dispositional version of the Stress Appraisal Measure (SAM; Peacock & Wong, 1990). Both exploratory and confirmatory factor analyses resulted in a 4-factor representation of dispositional appraisal fitting better than its originally proposed 6-factor representation. This 4-factor model was invariant across gender groups. Although the 6-factor model purported to measure 3 dimensions of primary appraisal and 3 dimensions of secondary appraisal, these factors were found to be highly unstable and had questionable internal consistency. In contrast, the more parsimonious 4-factor solution identified 4 relative distinct and reliable scales of appraisal: 3 primary (Challenge, Threat, and Centrality) and 1 secondary (Resources). These findings suggest that meaningful dispositional dimensions of appraisal can be derived and incorporated into trait-state models of the stress process.     

Validation française d’un questionnaire des perceptions de justice en milieu judiciaire

To improve the quality of the national justice system, the aim is to test the validity of a questionnaire on the justice perceptions of the criminal procedures and the justice decisions. One hundred and thirty-two defendants were questioned. A factorial analysis directs to a four factors solution: the distributive justice, the procedural justice, the interpersonal justice and the informative justice. After regression analyses, the procedural justice predicts the sentence satisfaction and the procedure satisfaction as well as the anger and the trust. The interpersonal justice predicts the procedure satisfaction and the trust, and the informative justice the satisfaction of the procedure. The results confirm the importance of the perceptions of the justice dimensions to favor positive attitudes towards the judicial institution.     

The Cross-Cultural Generalizability of Zuckerman's Alternative Five-Factor Model of Personality

Although theories of stress have emphasized the critical role of the appraisal process, the use of dispositional measures of appraisal have not been readily investigated. Using a large multiethnic sample, we examined the factorial validity and dimensionality of a dispositional version of the Stress Appraisal Measure (SAM; Peacock &; Wong, 1990). Both exploratory and confirmatory factor analyses resulted in a 4-factor representation of dispositional appraisal fitting better than its originally proposed 6-factor representation. This 4-factor model was invariant across gender groups. Although the 6-factor model purported to measure 3 dimensions of primary appraisal and 3 dimensions of secondary appraisal, these factors were found to be highly unstable and had questionable internal consistency. In contrast, the more parsimonious 4-factor solution identified 4 relative distinct and reliable scales of appraisal: 3 primary (Challenge, Threat, and Centrality) and 1 secondary (Resources). These findings suggest that meaningful dispositional dimensions of appraisal can be derived and incorporated into trait–state models of the stress process.     

Revision and extension of a multidimensional measure of sexual minority identity: the Lesbian, Gay, and Bisexual Identity Scale

Two studies were conducted to investigate a revised and extended version of the Lesbian and Gay Identity Scale (Mohr & Fassinger, 2000): the 27-item Lesbian, Gay, and Bisexual Identity Scale (LGBIS). This revision features more inclusive and less stigmatizing language than the previous version and includes 2 new subscales assessing identity affirmation and centrality. In Study 1, an exploratory factor analysis (n = 297) and a confirmatory factor analysis (n = 357) supported an 8-factor solution assessing acceptance concerns, concealment motivation, identity uncertainty, internalized homonegativity, difficulty with the identity development process, identity superiority, identity affirmation, and identity centrality. Predicted associations with measures of identity-related constructs and psychosocial functioning provided preliminary validity evidence for LGBIS scores in a college student population. Study 2 (N = 51) provided evidence of the test-retest and internal consistency reliability of LGBIS scores. These studies suggest that the LGBIS may offer researchers an efficient means of assessing multiple dimensions of sexual orientation minority identity.     

Organizational Justice Dimensions: Validation of an Arabic Measure

There is a continued debate regarding the dimensions of organizational justice. The present project investigated the dimensionality of organizational justice and the validity of an Arabic measure of organizational justice for a Kuwaiti samples. The first study sample consisted of 1,184 Kuwaitis (619 males and 565 females) from two groups: 728 employees and 456 teachers working in the public sector. The second study sample consisted of 373 participants (190 employees and 183 teachers). The instrument items were based on a careful review of the organizational justice literature to ensure relevance to the sample culture. Confirmatory factor analyses (CFA) using WLSMV estimator is used. WLSMV method is more appropriate for our data because variables are measured on an ordinal scale. WLSMV is considered a less bias estimator compared with the standard maximum likelihood in case of ordinal data. CFA analyses identified the four distinctive factors of distributive, procedural, interpersonal, and informational organizational justice. The four‐factor model fit the data significantly better than one‐, two‐ or three‐factor models. Moreover, the study revealed that these four dimensions of organizational justice were significantly correlated with the four relevant outcomes of instrumentality, organizational commitment, organizational citizenship behavior, and collective esteem. Using the Arabic version of Colquitt's ( 2001 ) instrument (Fischer et al., 2011 ), the second study presented an evidence of concurrent validity of the new Arabic scale. The present study confirmed the four‐factor dimensionality of organizational justice. Results of the current study may raise the issue of development of scales versus translation of well‐ developed ones. Theoretical and practical implications of the results are discussed.     

The PANAS structure revisited: on the validity of a bifactor model in community and forensic samples

The Positive and Negative Affect Schedule (PANAS) is a widely used inventory for the assessment of affect in psychology and other applied sciences. Despite its popularity, the structure of the PANAS is still under debate. On the one hand, there is evidence of the traditional 2-factor model with Positive Affect (PA) and Negative Affect (NA) as uncorrelated factors. On the other hand, a more complex structure of the PANAS has been discussed. To shed further light on the core dimensions of the PANAS, 2 studies investigated the structure of the PANAS in 2 German samples (N = 354 and N = 364, respectively) by means of confirmatory factor analysis. The factor analysis results of Study 1 for a traitlike time frame instruction suggested a suboptimal model fit for the uncorrelated 2-factor model and the 3-factor model with PA, Afraid, and Upset as factors, whereas a superior model fit occurred for a bifactor model with traitlike PA, NA, and a general 3rd factor named Affective Polarity. In Study 2, the bifactor model was replicated for a statelike PANAS time frame instruction and evidence of criterion validity was provided for PA, NA, and Affective Polarity factors in 2 sex offender subgroups and in a community sample. With Affective Polarity, we introduce an affect dimension that captures additional variance beyond PA and NA. Because of the adjectives with relevant loadings on Affective Polarity, this general factor represents an individual's orientation toward approach and withdrawal, respectively.     

Psychological collectivism: a measurement validation and linkage to group member performance

The 3 studies presented here introduce a new measure of the individual-difference form of collectivism. Psychological collectivism is conceptualized as a multidimensional construct with the following 5 facets: preference for in-groups, reliance on in-groups, concern for in-groups, acceptance of in-group norms, and prioritization of in-group goals. Study 1 developed and tested the new measure in a sample of consultants. Study 2 cross-validated the measure using an alumni sample of a Southeastern university, assessing its convergent validity with other collectivism measures. Study 3 linked scores on the measure to 4 dimensions of group member performance (task performance, citizenship behavior, counterproductive behavior, and withdrawal behavior) in a computer software firm and assessed discriminant validity using the Big Five. The results of the studies support the construct validity of the measure and illustrate the potential value of collectivism as a predictor of group member performance.     

Development and Validation of a Deontic Justice Scale

This paper describes the development and validation of a deontic justice scale (DJS). Study 1 (n = 124) was conducted to test the initial 36‐item version of the scale. It resulted in the reduction of the initial scale to 18 items, including 3 dimensions: moral obligation (8 items), moral accountability (6 items), and moral outrage (4 items). Study 2 (n = 101) was conducted to examine the construct validity and confirm the factor structure of the DJS. Findings from both studies showed evidence of the scale's construct validity. They also showed that deontic justice is a multidimensional construct encompassing moral obligation, moral accountability, and moral outrage. The scale's implications for use as an adequate research instrument are discussed.     

The Effects of Perceived Supervisor Support,Perceived Organizational Support,and Organizational Justice on Turnover among Salespeople

This study examined effects of three dimensions of organizational justice on salesperson perceived organizational support (POS), perceived supervisor support (PSS), performance, and actual salesperson turnover in a business-to-business setting using a sample of 384 salespeople. Results indicated that PSS is an indirect predictor of turnover intentions through POS and performance. Organizational commitment mediated the relationship between POS and turnover intentions. Procedural justice had a direct, positive influence on performance. Distributive justice, procedural justice, and interactional justice were indirect predictors of turnover through other variables. The salesperson’s performance was related directly to both turnover intentions and turnover.     

The Effect of Organizational Justice on Contextual Performance,Counterproductive Work Behaviors,and Task Performance: Investigating the moderating role of ability‐based emotional intelligence

This study tested the direct effects of three dimensions of organizational justice – distributive justice, procedural justice, and interactional justice – on contextual performance, counterproductive work behaviors, and task performance. The study also examined the moderating effects of an ability measure of emotional intelligence (EI) on the justice–performance relationship. Based on the data from 211 employees across nine organizations from the private and public sectors in a developing country in the Caribbean, the results revealed that all three justice dimensions had significant effects on task performance, contextual performance, and counterproductive work behaviors in the expected direction. Composite EI and its four subdimensions (appraisal and expression of emotion in the self, appraisal and recognition of emotion in others, regulation of emotion, and use of emotion) moderated the relationship between procedural justice and contextual performance, but failed to moderate other justice–performance relationships.     

Enhancing Procedural Justice in Local Government Budget and Tax Decision Making

Two studies examined criteria for procedural justice in the related contexts of local government budgeting (Study 1) and taxation (Study 2). Questionnaire data were gathered from 272 municipal police chiefs in Study 1 and 81 municipal property owners in Study 2, Regression analysis indicated that ethicality. accuracy, and bias suppression were signiticant ( p < 0.05) predictors of procedural justice in both studies. Other significant predictors of procedural justice in Study I were correctability and justification. However. the relationship between justification and procedural justice in Study I was negative. which is contrary to theory. The results suggest strategies that local government officials can use to enhance the perceived fairness of budget and tax decision-making procedures.     

Development and Psychometric Integrity of a Measure of Ideational Behavior

Although creativity is an important part of cognitive, social, and emotional activity, high-quality creativity assessments are lacking. This article describes the rationale for and development of a measure of creative ideation. The scale is based on the belief that ideas can be treated as the products of original, divergent, and creative thinking-a claim J. P. Guilford (1967) made years ago. Guilford himself assessed ideation with tests of divergent thinking, although through the years scores from these tests have only moderate predictive validity. This may be because previous research has relied on inappropriate criteria. For this reason, the Runco Ideational Behavior Scale (RIBS) was developed. It can be used as a criterion of creative ideation. Most items describe actual behaviors (i.e., overt actions and activities) that clearly reflect an individual's use of, appreciation of, and skill with ideas. Results obtained using both exploratory and confirmatory factor analysis are reported in this article. These suggest the presence of 1 or 2 latent factors within the scale. Based on the theoretical underpinnings of the scale, a 1-factor solution was judged to be more interpretable than a 2-factor solution. Analyses also supported the discriminant validity of the RIBS.     

Getting even or moving on? Power, procedural justice, and types of offense as predictors of revenge, forgiveness, reconciliation, and avoidance in organizations

A field study and an experimental study examined relationships among organizational variables and various responses of victims to perceived wrongdoing. Both studies showed that procedural justice climate moderates the effect of organizational variables on the victim's revenge, forgiveness, reconciliation, or avoidance behaviors. In Study 1, a field study, absolute hierarchical status enhanced forgiveness and reconciliation, but only when perceptions of procedural justice climate were high; relative hierarchical status increased revenge, but only when perceptions of procedural justice climate were low. In Study 2, a laboratory experiment, victims were less likely to endorse vengeance or avoidance depending on the type of wrongdoing, but only when perceptions of procedural justice climate were high.     

WATCHING THE DETECTIVES: SEASONAL STUDENT EMPLOYEE REACTIONS TO ELECTRONIC MONITORING WITH AND WITHOUT ADVANCE NOTIFICATION

The present paper tested procedural justice hypotheses about seasonal high school and college student employees' reactions to electronic monitoring with video cameras. Study 1, a field study, explored (a) whether employees receiving advance notification of monitoring offered more favorable justice judgments than employees who did not, and (b) whether employees who saw monitoring procedures and/or consequences as fair returned to the organization the following summer. Results supported the hypotheses: employees viewed monitoring procedures as fairer if they received advance notice. Fairness judgments predicted reemployment Study 2, a scenario-based laboratory experiment, also found that advance notice elicited greater justice beliefs. In addition, Study 2 examined how variations in justification for the monitoring affected justice beliefs. Either strong or weak justifications produced greater procedural justice beliefs than no justification.     

When does priming justice promote forgiveness? On the importance of distributive and procedural justice for self and others

Two studies show that thinking about justice can both enhance and impede forgiveness, depending on whether thoughts about distributive and procedural justice for self and others are activated. In Study 1 (n = 197), participants expressed more forgiveness towards a prior transgressor when primed to think about justice for self or procedural justice for others, and less forgiveness when primed to think about distributive justice for others. Study 2 (n = 231) used an alternate priming method and replicated these effects by inducing an interpersonal transgression and measuring forgiveness intentions, emotions and behavior. Study 2 also showed that priming justice influences forgiveness especially when the perceived severity of an interpersonal offense is high. The current research shows that activating justice cognitions can enhance or impinge on forgiveness in predictable ways. We discuss contributions to emerging justice theory, potential implications, and future directions.     

The Other Side of Injustice: When Unfair Procedures Increase Group-Serving Behavior

ABSTRACT— Greater group identification and higher levels of procedural justice typically work together to encourage group members to engage in group-serving cooperative behavior. However, when people who already identify with a group receive information indicating that the group is procedurally unjust, their motivation to engage in group-serving behavior may increase. This article reports two studies in which college students' identification with their university was measured and information about the procedural justice of the university was manipulated. Study 1 used an explicit measure of group identification and a deliberative measure of group-serving behavior. Study 2 used an implicit measure of group identification and both deliberative and spontaneous measures of group-serving behavior. The findings of both studies support the hypothesis that among people who are highly identified with a group, learning about the group's injustice leads to short-term increases in group-serving behavior.