Organizational Justice Perceptions in China: Development of the Chinese Organizational Justice Scale
ORGANIZATIONAL JUSTICE PERCEPTIONS IN CHINA: DEVELOPMENT OF THE CHINESE ORGANIZATIONAL JUSTICE SCALE Katherine Mohler Fodchuk Old Dominion University, 2009 Director: Dr. Donald D. Davis Research analyzing fairness perceptions within organizations has gained the attention of cross-cultural theorists as the criteria used to judge fairness varies across cultures. Review of the literature indicates that researchers use translated Western measures of organizational justice on Eastern samples despite evidence of cultural variation in justice criteria. This dissertation addresses some of the gaps in the current research by developing and validating an indigenous measure of Chinese organizational justice perceptions. A preliminary qualitative study revealed numerous justice rules used by Chinese employees to determine whether a workplace decision was fair. The qualitative results were used to develop the Chinese Organizational Justice Scale (COJS). The COJS and various outcome measures were administered to 307 Chinese employees. The COJS revealed a fivefactor model for Chinese organizational justice perceptions with distributive justice breaking into two factors. The five-factor COJS measurement model indicated excellent fit and psychometric properties and included factors of distributive justice west (equity-based distributions), distributive justice east (distributions based on need, guanxi, and nonperformance related equity criteria), procedural justice, informational justice, and interpersonal justice. Unique Chinese justice criteria were identified for distributive justice and procedural justice.