Analysis

The Distributive Justice Index examines how employees perceive fairness and equity in salaries, promotions, and other forms of recognition.

Objective

The primary goal of the Distributive Justice Index is to measure employees’ perceptions of how fairly rewards and resources are distributed within an organization and to analyze the effects of these perceptions.

Calibration

The scale includes various statements to which participants respond using a Likert scale, typically ranging from 1 (Strongly Disagree) to 5 (Strongly Agree).

References

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology, 86(3), 425-445.
Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432.
Folger, R., & Konovsky, M. A. (1989). Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions. Academy of Management Journal, 32(1), 115-130.
Adams, J. S. (1965). Inequity in Social Exchange. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology, 2, 267-299.