Fairness Scale 公平量表

简介

组织公平一般包括3种不同的公平类型，即与结果相关的分配公平、与资源如何分配相关的程序公平、以及在资源分配过程中人们人际交往时所感受到的互动公平。

信度与效度

35个组织的45部门的270名员工参与了研究，这些组织包括金融服务、保险、教育、技术生产、餐饮、军事、医药等行业，回收问卷229份，回收率84.8%，除去无效问卷，最后样本数目为212。公平量表包括三个分量表：分配公平分量表、程序公平分量表、互动公平分量表，三个分量表的内部一致性系数分别为0.72、079、0.82，有良好的信度。

量表

请您根据自己的实际感受和体会，用下面  项描述对您所在的组织进行评价和判断，并在最符合的数字上划○。

评价和判断的标准采用里克特八分量表，其中：1表示不公平，8表示公平，从一到八程度递增。  

1．The amount of pay that I receive is
2．The opportunities I have for promotion are
3．The opportunities I have for professional development are 
4．My work schedule is
5．My performance ratings are
6．The amount of benefits I receive is: (emphasis in original).
7．The process by which my pay is decided is
8．Promotions are decided in a way that is
9．The procedures for determining who gets professional development opportunities are
10．The policies for setting my work schedule are
11．The procedures for doing my performance evaluations are: The policies for determining my benefits package are
12．The amount of respect I receive is
13．When my supervisor speaks to me, he or she communicates in a way that is
14．When decisions are made,the explanations I hear are
15．When I want to know something the amount of information I get is

计分方法

公平量表共15道题，
分配公平分量表总共6道题，具体包括第1-6题；
程序公平分量表总共5道题，具体包括第7-11题；
互动公平分量表总共4道题，具体包括第12-15题；
可分别计算总分或平均分。

量表出处

Schminke, M.,Cropanzano, R., & Rupp, D. E. (2002). Organization structure and fairness perceptions: The moderating effects of organization level. Organizational Behavior and Human Decision Processes, 89,881–905.

参考文献

Cropanzano, R., Rupp, D. E., Mohler, C. J., & Schminke, M. (2001b). Three roads to organizational justice. In G. Ferris (Ed.), Research in personnel and human resources management (pp. 1–113).Kidlington, Oxford: Elsevier Science, Inc.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！