Analysis

Distributive, Procedural, and Interactive Justice refer to three key dimensions of organizational justice that assess how employees perceive fairness in their workplace. These dimensions help in understanding employee satisfaction, commitment, and performance.

Objective

The objective of this assessment is to provide a comprehensive view of how
employees perceive fairness in the organization and how these perceptions influence their behavior.

Justice Dimensions

Distributive Justice: Concerns the fairness of resource and reward distribution.
Procedural Justice: Focuses on the fairness of decision-making processes.
Interactive Justice: Evaluates the quality of interpersonal treatment and communication.

Calibration

Employees respond to a series of statements covering these three dimensions using a Likert scale, typically ranging from 1 (Strongly Disagree) to 5 (Strongly Agree).

References

Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal of Management, 16(2), 399-432.
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology, 86(3), 386-400.
Cropanzano, R., & Greenberg, J. (1997). Progress in Organizational Justice: Tunneling Through the Maze. International Review of Industrial and Organizational Psychology, 12, 317-372.
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.