Process fairness Scale 程序公平量表

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正的申请人，那些认为招聘过程不公平的声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) 用六项改编自选择程序公正评定量表(SPJS; Bauer et al., 2001), Bauer et al（2001）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
1.I was treated with a high level of respect.
2.I am satisfied with the amount and quality of information I received.
3.I get the feeling that my recruiting experience was similar to others.
4.I did not feel like anything was being hidden from me.
5.The questions and information asked of me seemed appropriate.
6.The military recruiter showed respect for me.

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.
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.