VALIDATION OF THE ORGANISATIONAL JUSTICE SCALE FOR THE NIGERIAN CONTEXT
Keywords:
Organisational Justice Scale, Validity Test, Reliability Test, Adaptation, Nigerian Research Environment.Abstract
This study was designed to validate the organisational justice scale for the purpose of adapting and localising the research instruments for the Nigerian context. The data for the validity test of the instrument consisted of the ratings of suitability of 20 items to measure the concept by fifteen (15) participants (12 males and 3 females) drawn from the population of academia and practitioners in human resource management, located in Abuja and Nasarawa State, Nigeria. While one hundred and eight (108) employees (47 males and 61 females)of some public and private organisations in Abuja, were the participants for the reliability test. Mean ratings of the items, Inter-rater correlations test and split-half reliability test were conducted on the data to obtain the psychometric coefficient of the validity and reliability of the questionnaire respectively. It was found that the instrument has both face and content validity. Likewise, the organisational justice scale with Cronbach Alpha=0.93 was found to be reliable. Consequently, the instrument was recommended for use in Nigerian research environment to study organisational justice.References
Ajala, E.M. (2017). A relationship study between organisational justice and job satisfaction among industrial
employees in Ogun State, Nigeria. African Journal for the Psychological Studies of Social Issues, 2 (2),
-42.
Amazue, L.O.,Nwatu, O.H.,Ome, B.N. &Uzuegbu, C.N.(2016). Relationships between perceived leadership
style, organisational justice and work alienation among Nigerian University employees. Journal of
Mathematics, 12(2), 137-146.
Bies, R.J. &Moag, J.S. (1986).Interactional justice: Communication criteria of fairness. Research on
negotiation in organisations, 1, 43-55.
Cropanzano, R., & Greenberg, J. (1997). Progress in organisational justice: Tunneling through the maze. In,
C. L. Cooper., & I. T. Robertson (Eds.),International Review of Industrial and Organisational
Psychology, 12, 317- 372. Chichester: John Wiley & Sons.
Eze, L.N. (1984). Organisational effectiveness in Nigeria: An industrial-organisational psychological
monograph: Lagos, Nigeria: Department of Psychology, University of Lagos, Nigeria.
Fernandes, C. &Awamleh, R. (2006). Impact of organisational justice in an expatriate work environment.
Management Research News, 29, (11), 701-712.
Gabriel, J.M.O. & Nwaeke, L.I. (2014). An empirical critique of the association of organisational justice and
lecturers’ quality of work life in Nigeria. International Journal of Management Sciences, 3(10), 774-787.
Greenberg, J. (1990). Organisational justice: Yesterday, Today, and Tomorrow. Journal of Management
Development, 16(2): 399-432.
Niehoff, B.P. & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of
monitoring and organisational citizenship behaviour. Academy of Managerial Journal, 36 (3): 527-556.
Okocha, B.F. & Anyanwu, S.A. (2016). Organisational justice and employee satisfaction: a study of selected
banks in Port-Harcourt. International Journal of Advanced Academic Research/Social & Management,
(9), 1-12.
Oshagbemi, T. (2000). Is length of service related to the level of job satisfaction? International Journal of
Social Economics, 27, 213-226.
William, M.T.K (2006). Research methods: Knowledge base. Retrieved from
www.socialresearchmethods.net/kb on 22/8/2016.
Downloads
Published
Issue
Section
License
Copyright is owned by the journal.
