Perceived Fairness in Goal Setting Scale [PFGSS]

Analysis

The Perceived Fairness in Goal Setting Scale (PFGSS) is used to assess different dimensions of perceived fairness associated with the process of setting goals in the workplace.

Perceived fairness in goal setting represents an important aspect of organizational functioning, as it reflects how employees evaluate the fairness of the procedures through which work-related goals are established.

Purpose

The primary purpose of the PFGSS is to assess employees’ perceptions of fairness in the goal-setting process. Understanding these perceptions may help organizations improve how goals are established, strengthen employee trust and commitment, and support more positive performance outcomes.

Scoring

The scale is typically administered using a Likert-type response format, in which participants indicate their level of agreement with statements related to different aspects of fairness in goal setting.

The source file does not provide detailed information regarding the exact number of items, the specific Likert response range, or the method used to calculate total or subscale scores.

References

Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399–432.

Hagen, R. A., & Nwankwo, S. N. (2005). Effects of goal setting on employee performance: A review. International Journal of Human Resource Management, 16(7), 1122–1145.

Locke, E. A., & Latham, G. P. (1990). A Theory of Goal Setting & Task Performance. Prentice Hall.