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grudnia 1, 2019
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września 30, 2017
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Abstrakt
Celem przeprowadzonych badań była weryfikacja właściwości psychometrycznych polskiej wersji Skali Sprawiedliwości Organizacyjnej. W badaniach wzięło udział 564 pracowników jednej organizacji. Rzetelność polskiej wersji Skali Sprawiedliwości Organizacyjnej została potwierdzona przy użyciu współczynnika α Cronbacha. Narzędzie to ma również dobrą trafność wewnętrzną. Analiza czynnikowa ujawniła trójczynnikową strukturę tej miary. Wyróżnione wymiary sprawiedliwości organizacyjnej to sprawiedliwość proceduralna, dystrybucyjna i interpersonalna. Otrzymane wyniki potwierdzają, że miara ta ma dobre właściwości psychometryczne i może być z powodzeniem stosowana przez badaczy zajmujących się konstruktem sprawiedliwości organizacyjnej w polskich organizacjach.
Słowa kluczowe
sprawiedliwość organizacyjna
satysfakcja z pracy
dopasowanie człowiek organizacja
przywiązanie do organizacji
postrzegane wsparcie organizacyjne
postrzegane wsparcie przełożonego
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Jak cytować
Wnuk, M. (2017). Polska wersja Skali Sprawiedliwości Organizacyjnej. Edukacja Ekonomistów I Menedżerów, 45(3), 37–54. https://doi.org/10.5604/01.3001.0010.6286
Referencje
-
1. Adams, J.S. (1965). Inequity in social exchange. W: L. Berkowitz (red.), Advances in experimental social psychology. New York: Academic Press, 267–299.
2. Aquino, K. (1995). Relationships among pay inequity, perceptions of procedural ju‑ stice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8, 21–33.
3. Bies, R.J., Moag, J.S. (1986). Interactional justice: Communication criteria of fair‑ ness. W: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (red.), Research on negotiations in organizations. Greenwich, CT: JAI Press, 43–55.
4. Bies, R.J., Shapiro, D.L. (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research, 1, 199–218.
5. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
6. Cable, D.M., DeRue, D.S. (2002). The convergent and discriminant validity of subjec‑ tive fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
7. Cammann, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Praca niepublikowana. Ann Arbor, MI: University of Michigan.
8. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
9. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L.H., Ng, K.Y. (2001). Justice at the millennium: A meta–analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425–445.
10. Desmarais, S., Curtis, J. (1991). Gender differences in perceived income entitlements. Paper presented at the International Conference on Social Justice Research. Utrecht, the Netherlands.
11. Eisenberger, R., Hungtington, R., Hutchison, S., Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507.
12. Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9–22.
13. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
14. Hackman, R.J., Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
15. Hu, L., Bentler, P.M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological Methods, 3(4), 424–453.
16. Lance, C.E., Lautenschlager, G.T., Sloan, C.E., Varca, P.E. (1989). A comparison be‑ tween bottom–up, top–down and bi–directional models of relationships between global and life facet satisfaction. Journal of Personality, 57(3), 601–624.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. W: K. Gergen, M. Greenberg, R. Willis (red.), Social exchange: Advances in theory and research. New York: Plenum Press, 27–55.
18. Lind, E.A., Tyler, T.R. (1988). The social psychology of procedural justice. New York: Plenum Press.
19. Major, B., McFarlin, D.B., Gagnon, D. (1984). Overworked and underpaid: On the na‑ ture of gender differences in personal entitlement. Journal of Personality and Social Psychology, 47, 1399–1412.
20. Mansour-Cole, D.M., Scott, S.G. (1998). Hearing it through the grapevine: The in‑ fluence of source, leader–relations, and legitimacy on survivors’ fairness percep‑ tions. Personnel Psychology, 51, 25–54.
21. McFarlin, D.B., Frone, M., Major, B., Konar, E. (1989). Predicting career–entry pay expectations: The role of gender–based comparisons. Journal of Business and Psychology, 3, 331–340.
22. McFarIin, D.B., Sweeney, P.D. (1992). Distributive and procedural justice as pre‑ dictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626–637.
23. Moorman, R.H. (1991). Relationship between organizational justice and organiza‑ tional citizenship behaviors: Do fairness perceptions influence employee citizen‑ ship? Journal of Applied Psychology, 76, 845–855.
24. Niehoff, B.P., Moorman, R.H. (1993). Justice as a Mediator of the Relationship betwe‑ en Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527–566.
25. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover among Hospital Employees. Greenwich, CT: JAI Press.
26. Rhoades, L., Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
27. Schumacker, R.E., Lomax, R.G. (2004). A beginner’s guide to structural equation modeling. Second edition. Mahwah, NJ: Lawrence Erlbaum Associates.
28. Skarlicki, D.P., Folger, R. (1997). Retaliation in the workplace: The role of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434–443.
29. Skarlicki, D.P., Latham, G.P. (1997). Leadership training in organizational justice to increase citizenship behavior within a labor union: A replication. Personnel Psychology, 50, 617–633.
30. Steiger, J.H. (1990). Structural model evaluation and modification: An interval esti‑ mation approach. Multivariate Behavioural Research, 25(2), 173–180.
31. Sweeney, P.D., McFarlin, D.B. (1997). Process and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18, 83–98.
32. Sweeney, P.D., McFarlin, D.B. (1993). Workers’ evaluation of the „ends” and the „means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23–40.
33. Thibaut, J, Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
34. Welbourne, T.M., Balkin, D.B., Gomez–Mejia, L.R. (1995). Gainsharing and mutual monitoring: A combined agency–organizational justice interpretation. Academy of Management Journal, 38, 881–899.
35. Wnuk, M. (2017a). Weryfikacja rzetelności oraz trafności wewnętrznej i teoretycznej polskiej wersji Przeglądu Spostrzeganego Wsparcia Organizacyjnego. Zarządzanie Zasobami Ludzkimi, 2(115), 91–103.
36. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji Skali Przywiązania do Organizacji autorstwa Allen i Meyer. Praca niepublikowana. Poznań: Uniwersytet im. A. Mickiewicza.
Referencje
1. Adams, J.S. (1965). Inequity in social exchange. W: L. Berkowitz (red.), Advances in experimental social psychology. New York: Academic Press, 267–299.
2. Aquino, K. (1995). Relationships among pay inequity, perceptions of procedural ju‑ stice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8, 21–33.
3. Bies, R.J., Moag, J.S. (1986). Interactional justice: Communication criteria of fair‑ ness. W: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (red.), Research on negotiations in organizations. Greenwich, CT: JAI Press, 43–55.
4. Bies, R.J., Shapiro, D.L. (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research, 1, 199–218.
5. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
6. Cable, D.M., DeRue, D.S. (2002). The convergent and discriminant validity of subjec‑ tive fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
7. Cammann, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Praca niepublikowana. Ann Arbor, MI: University of Michigan.
8. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
9. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L.H., Ng, K.Y. (2001). Justice at the millennium: A meta–analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425–445.
10. Desmarais, S., Curtis, J. (1991). Gender differences in perceived income entitlements. Paper presented at the International Conference on Social Justice Research. Utrecht, the Netherlands.
11. Eisenberger, R., Hungtington, R., Hutchison, S., Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507.
12. Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9–22.
13. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
14. Hackman, R.J., Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
15. Hu, L., Bentler, P.M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological Methods, 3(4), 424–453.
16. Lance, C.E., Lautenschlager, G.T., Sloan, C.E., Varca, P.E. (1989). A comparison be‑ tween bottom–up, top–down and bi–directional models of relationships between global and life facet satisfaction. Journal of Personality, 57(3), 601–624.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. W: K. Gergen, M. Greenberg, R. Willis (red.), Social exchange: Advances in theory and research. New York: Plenum Press, 27–55.
18. Lind, E.A., Tyler, T.R. (1988). The social psychology of procedural justice. New York: Plenum Press.
19. Major, B., McFarlin, D.B., Gagnon, D. (1984). Overworked and underpaid: On the na‑ ture of gender differences in personal entitlement. Journal of Personality and Social Psychology, 47, 1399–1412.
20. Mansour-Cole, D.M., Scott, S.G. (1998). Hearing it through the grapevine: The in‑ fluence of source, leader–relations, and legitimacy on survivors’ fairness percep‑ tions. Personnel Psychology, 51, 25–54.
21. McFarlin, D.B., Frone, M., Major, B., Konar, E. (1989). Predicting career–entry pay expectations: The role of gender–based comparisons. Journal of Business and Psychology, 3, 331–340.
22. McFarIin, D.B., Sweeney, P.D. (1992). Distributive and procedural justice as pre‑ dictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626–637.
23. Moorman, R.H. (1991). Relationship between organizational justice and organiza‑ tional citizenship behaviors: Do fairness perceptions influence employee citizen‑ ship? Journal of Applied Psychology, 76, 845–855.
24. Niehoff, B.P., Moorman, R.H. (1993). Justice as a Mediator of the Relationship betwe‑ en Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527–566.
25. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover among Hospital Employees. Greenwich, CT: JAI Press.
26. Rhoades, L., Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
27. Schumacker, R.E., Lomax, R.G. (2004). A beginner’s guide to structural equation modeling. Second edition. Mahwah, NJ: Lawrence Erlbaum Associates.
28. Skarlicki, D.P., Folger, R. (1997). Retaliation in the workplace: The role of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434–443.
29. Skarlicki, D.P., Latham, G.P. (1997). Leadership training in organizational justice to increase citizenship behavior within a labor union: A replication. Personnel Psychology, 50, 617–633.
30. Steiger, J.H. (1990). Structural model evaluation and modification: An interval esti‑ mation approach. Multivariate Behavioural Research, 25(2), 173–180.
31. Sweeney, P.D., McFarlin, D.B. (1997). Process and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18, 83–98.
32. Sweeney, P.D., McFarlin, D.B. (1993). Workers’ evaluation of the „ends” and the „means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23–40.
33. Thibaut, J, Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
34. Welbourne, T.M., Balkin, D.B., Gomez–Mejia, L.R. (1995). Gainsharing and mutual monitoring: A combined agency–organizational justice interpretation. Academy of Management Journal, 38, 881–899.
35. Wnuk, M. (2017a). Weryfikacja rzetelności oraz trafności wewnętrznej i teoretycznej polskiej wersji Przeglądu Spostrzeganego Wsparcia Organizacyjnego. Zarządzanie Zasobami Ludzkimi, 2(115), 91–103.
36. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji Skali Przywiązania do Organizacji autorstwa Allen i Meyer. Praca niepublikowana. Poznań: Uniwersytet im. A. Mickiewicza.
2. Aquino, K. (1995). Relationships among pay inequity, perceptions of procedural ju‑ stice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8, 21–33.
3. Bies, R.J., Moag, J.S. (1986). Interactional justice: Communication criteria of fair‑ ness. W: R.J. Lewicki, B.H. Sheppard, M.H. Bazerman (red.), Research on negotiations in organizations. Greenwich, CT: JAI Press, 43–55.
4. Bies, R.J., Shapiro, D.L. (1987). Interactional fairness judgments: The influence of causal accounts. Social Justice Research, 1, 199–218.
5. Byrne, B.M. (1994). Structural equation modeling with EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
6. Cable, D.M., DeRue, D.S. (2002). The convergent and discriminant validity of subjec‑ tive fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
7. Cammann, C., Fichman, M., Jenkins, D., Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Praca niepublikowana. Ann Arbor, MI: University of Michigan.
8. Colquitt, J.A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
9. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L.H., Ng, K.Y. (2001). Justice at the millennium: A meta–analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425–445.
10. Desmarais, S., Curtis, J. (1991). Gender differences in perceived income entitlements. Paper presented at the International Conference on Social Justice Research. Utrecht, the Netherlands.
11. Eisenberger, R., Hungtington, R., Hutchison, S., Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71(3), 500–507.
12. Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9–22.
13. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
14. Hackman, R.J., Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279.
15. Hu, L., Bentler, P.M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological Methods, 3(4), 424–453.
16. Lance, C.E., Lautenschlager, G.T., Sloan, C.E., Varca, P.E. (1989). A comparison be‑ tween bottom–up, top–down and bi–directional models of relationships between global and life facet satisfaction. Journal of Personality, 57(3), 601–624.
17. Leventhal, G.S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. W: K. Gergen, M. Greenberg, R. Willis (red.), Social exchange: Advances in theory and research. New York: Plenum Press, 27–55.
18. Lind, E.A., Tyler, T.R. (1988). The social psychology of procedural justice. New York: Plenum Press.
19. Major, B., McFarlin, D.B., Gagnon, D. (1984). Overworked and underpaid: On the na‑ ture of gender differences in personal entitlement. Journal of Personality and Social Psychology, 47, 1399–1412.
20. Mansour-Cole, D.M., Scott, S.G. (1998). Hearing it through the grapevine: The in‑ fluence of source, leader–relations, and legitimacy on survivors’ fairness percep‑ tions. Personnel Psychology, 51, 25–54.
21. McFarlin, D.B., Frone, M., Major, B., Konar, E. (1989). Predicting career–entry pay expectations: The role of gender–based comparisons. Journal of Business and Psychology, 3, 331–340.
22. McFarIin, D.B., Sweeney, P.D. (1992). Distributive and procedural justice as pre‑ dictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626–637.
23. Moorman, R.H. (1991). Relationship between organizational justice and organiza‑ tional citizenship behaviors: Do fairness perceptions influence employee citizen‑ ship? Journal of Applied Psychology, 76, 845–855.
24. Niehoff, B.P., Moorman, R.H. (1993). Justice as a Mediator of the Relationship betwe‑ en Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management Journal, 36(3), 527–566.
25. Price, J.L., Mueller, Ch.W. (1986). Absenteeism and Turnover among Hospital Employees. Greenwich, CT: JAI Press.
26. Rhoades, L., Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
27. Schumacker, R.E., Lomax, R.G. (2004). A beginner’s guide to structural equation modeling. Second edition. Mahwah, NJ: Lawrence Erlbaum Associates.
28. Skarlicki, D.P., Folger, R. (1997). Retaliation in the workplace: The role of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82, 434–443.
29. Skarlicki, D.P., Latham, G.P. (1997). Leadership training in organizational justice to increase citizenship behavior within a labor union: A replication. Personnel Psychology, 50, 617–633.
30. Steiger, J.H. (1990). Structural model evaluation and modification: An interval esti‑ mation approach. Multivariate Behavioural Research, 25(2), 173–180.
31. Sweeney, P.D., McFarlin, D.B. (1997). Process and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18, 83–98.
32. Sweeney, P.D., McFarlin, D.B. (1993). Workers’ evaluation of the „ends” and the „means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23–40.
33. Thibaut, J, Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
34. Welbourne, T.M., Balkin, D.B., Gomez–Mejia, L.R. (1995). Gainsharing and mutual monitoring: A combined agency–organizational justice interpretation. Academy of Management Journal, 38, 881–899.
35. Wnuk, M. (2017a). Weryfikacja rzetelności oraz trafności wewnętrznej i teoretycznej polskiej wersji Przeglądu Spostrzeganego Wsparcia Organizacyjnego. Zarządzanie Zasobami Ludzkimi, 2(115), 91–103.
36. Wnuk, M. (2017b). Właściwości psychometryczne polskiej wersji Skali Przywiązania do Organizacji autorstwa Allen i Meyer. Praca niepublikowana. Poznań: Uniwersytet im. A. Mickiewicza.