Description of the Questionnaire

The questionnaire (Farh, Earley & Lin, 1997) assesses employees’ perceptions regarding formal procedures and informal interactions related to pay and performance appraisal decisions within the organization. It consists of three subscales: Participation, which describes the extent to which employees have a say in decision-making. Appeal Mechanism, which refers to the existence and implementation of formal appeal procedures. Interactive Justice, which concerns the way supervisors implement and communicate these procedures.

Data Analysis and Use

Responses are given on a 7-point Likert scale where 1 means “Strongly disagree” and 7 means “Strongly agree.” The results can be used to analyze perceptions of justice in organizational procedures and to examine correlations with job satisfaction, organizational commitment, and organizational citizenship behaviors. Reverse-scored items are noted with (R).

Purpose

The aim of the questionnaire is to capture employees’ perceptions of how fair the procedures and interactions in the workplace are, particularly with regard to pay and performance evaluation decisions.

Calibration

The Participation subscale demonstrates reliability with Cronbach’s α = .71. The Appeal Mechanism subscale demonstrates Cronbach’s α = .81. The Interactive Justice subscale demonstrates Cronbach’s α = .88. Higher scores correspond to a stronger perception of justice.

References

Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42, 421–444.