查看“Process fairness Scale 程序公平量表”的源代码

==简介==
招聘是组织影响申请人的工作选择决定的活动。Gilliland (1993)认为，相比那些认为招聘选拔过程是公平的申请人，那些认为招聘过程不公平的申请人将不太可能接受这份工作。

程序公平是指员工对用来确定结果的程序和方法的公平性的知觉，包括员工的参与、抑制性、公正性和合理性等。

==信度与效度==
Harold, C. M. et al.(2016)在2009年研究了想要参军入伍的公民的数据，分析公平与接受职位的关系。

Harold, C. M. et al.(2016) 用六个改编自选择程序公正评定量表(SPJS; Bauer et al., 2001)的题项测量程序公正， Bauer et al（2001）的研究结果表明该量表的内部一致性系数α =0.85，具有良好的信度。

==量表==
请您根据自己的实际感受和体会，对下面6项描述进行评价和判断，在最符合的数字上划○。评价和判断的标准如下：1 非常不同意  2 不同意  3 不好确定  4 同意  5 非常同意
<br>1.I was treated with a high level of respect. 
<br>2.I am satisﬁed with the amount and quality of information I received. 
<br>3.I get the feeling that my recruiting experience was similar to others. 
<br>4.I did not feel like anything was being hidden from me. 
<br>5.The questions and information asked of me seemed appropriate. 
<br>6.The military recruiter showed respect for me.

下载WORD版问卷：[[文件:Pf.doc]]

==计分方法==
程序公平量表总共6道题，可计算所包括题目的总分或平均分。

==量表出处==
Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2016). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology, 69(1), 199-227.

==参考文献==
Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of management review, 18(4), 694-734.
<br>Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: development of the selection procedural justice scale (spjs). Personnel Psychology, 54(2), 387–419.


[[category: 研究量表]][[category: 英文量表]]