Analysis

The Procedural Fairness in Restructuring and Layoffs Measure evaluates employees’ perceptions regarding the fairness of the procedures followed during restructuring and layoffs. The aspects to be examined are process transparency, participation and information, justificatory fairness, and consideration of appeals.

Purpose

The purpose of the measure is to assess employees’ perception of procedural fairness during restructuring and layoffs. Understanding this perception is important for managing the impact on labor relations and minimizing the negative effects on employees’ morale, commitment, and performance.

Calibration

Calibration is usually carried out using a 5-point Likert scale (ranging from “strongly disagree” to “strongly agree”). Participants evaluate their agreement with various statements related to aspects of procedural fairness.

References

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.
Bies, R. J., & Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. In Research in Organizational Behavior (Vol. 8, pp. 43-55). JAI Press.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & 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.