چکیده:
The purpose of the present study was to examine the psychometric properties of the Organizational Justice Scale، developed by Colquitt (2001). This scale administered to a sample working in an industrial company in Khozestan province. The sample consisted of 355 employees selected by stratified random sampling method. The scale measures four dimensions of organizational justice including distributive justice، procedural justice، informational justice، and interpersonal justice. In the present study، validity of the scale was examined in two ways: Confirmatory factor analysis (CFA) and discriminative construct validity. CFA using AMOS، indicated that four-factor model fit with data better than one، two، and three factor models، and all items loaded on their factor، significantly. In addition، each factor was correlated with theoretically relevant variable. Specifically، distributive justice، procedural justice، informational justice، and interpersonal justice had significant correlations with instrumentality، group commitment، helping behavior، and collective esteem، respectively. Results of this study provide evidence supporting the validity of the organizational justice scale and its applicability in Iran.
خلاصه ماشینی:
In general, the findings of this research showed that the four-factor organizational justice scale can be used to examine and identify the perspectives of employees in public and private organizations regarding the establishment and creation of justice in various dimensions.
Additionally, the good fit of the structural model along with the statistical significance of its paths (the model included paths from each of the organizational justice items to its respective component) indicates the sufficient predictive validity of the four-factor model.
In the first study, by examining the construct validity of this scale on 227 people from&%00702HSMG007G% employees of different companies, showed that each of the four dimensions of organizational justice had a different correlation with the work-related dimension of supervisory behavior.
In the second study, by examining the criterion validity of this scale on 315 employees of various companies, it was shown that each of the four dimensions of organizational justice predicted a different work-related behavior or attitude (including intention to leave the job, job satisfaction, job stress, and individual organizational citizenship behavior).
In this study, to examine the internal consistency of the organizational justice scale, Cronbach's alpha reliability coefficient was used; to examine the concurrent criterion validity of the aforementioned scale, the instrumentality, group commitment, helping behavior, and collective self-esteem scales were used; to determine the underlying constructs of the scale items, exploratory factor analysis was used; and to test the factors extracted via exploratory factor analysis, confirmatory factor analysis was employed.
Specifically, the present study sought to examine the validity, reliability, factor structure, and the goodness of fit of the measurement model of Colquitt's (2001) organizational justice questionnaire.
(
, 
, 
)
