Procedural Fairness Scale [PFS]

Analysis

The Procedural Fairness Scale (PFS) is used to assess different dimensions related to the fairness of organizational procedures. It focuses on key characteristics such as transparency, participation, impartiality, consistency, and feedback, which shape how employees perceive decision-making processes within an organization.

Procedural fairness represents an important aspect of organizational functioning because it reflects the extent to which employees perceive decisions as being made through clear, consistent, and fair procedures.

Purpose

The primary purpose of the PFS is to measure employees’ perceptions of the fairness of procedures used in organizational decision-making. Assessing these perceptions may help organizations understand whether their procedures are viewed as fair and identify areas that may require improvement.

Scoring

Scoring is typically based on a Likert-type scale, in which participants indicate their level of agreement with statements related to different aspects of procedural fairness.

The provided source does not specify the exact number of items, the response range of the Likert scale, or a specific method for calculating an overall score.

References

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.

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

Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In Social Exchange: Advances in Theory and Research (pp. 27–55). Plenum Press.

Thibaut, J., & Walker, L. (1975). Procedural Justice: A Psychological Analysis. Erlbaum.