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Organizational Justice Questionnaire

Organizational Justice Questionnaire Test

Understand how fair employees feel key workplace decisions are in about 4 minutes. 21 quick items pinpoint gaps in fairness, respect, and communication so you can take targeted action.

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Questions: 214 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

13502 views

1385 completions

1156 likes

Scale Explorer

How the Scales are Structured

example score

10/15

Procedural Justice (PJ)

Procedural justice measures how fair, transparent, and influenceable an employee perceives organizational decision-making processes to be.

Low

Moderate

3 – 6: Low | 7 – 15: Moderate

A score of 10 indicates a moderate perception that procedures are generally fair and transparent, with some room for greater voice and clarity in how decisions are made.

example score

21/25

Distributive Justice (DJ)

Measures how fair employees perceive the distribution of outcomes and rewards (e.g., pay, bonuses, recognition) to be relative to effort and contribution.

Low

High

5 – 14: Low | 15 – 25: High

A score of 21 indicates a high perception that rewards and outcomes are allocated fairly and in line with contributions.

example score

22/25

Interpersonal Justice (IJ)

Interpersonal Justice measures how respectfully, courteously, and ethically employees feel they are treated by managers and others during organizational procedures.

Low

High

5 – 17: Low | 18 – 25: High

A score of 22 falls in the High range, suggesting the employee generally experiences respectful and fair interpersonal treatment during organizational processes.

example score

22/30

Informational Justice (IJ)

Informational justice measures how clearly, fully, and timely decisions and their reasons are communicated, including honesty and attention to individual needs.

Low transparency

Moderate transparency

High transparency

6 – 18: Low transparency | 19 – 23: Moderate transparency | 24 – 30: High transparency

A score of 22 indicates moderate informational justice, suggesting explanations are generally available and understandable but may be inconsistent in completeness or timeliness.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and People Ops

41%OF USERS

Use it to quickly gauge whether employees see hiring, pay, and performance processes as fair and where trust is breaking down.

Team Leads and Managers

34%OF USERS

Take it to check if day-to-day decisions and feedback are viewed as transparent, respectful, and well explained.

Organizational Researchers

25%OF USERS

Administer it to measure justice perceptions before and after policy changes and link results to engagement and climate.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Procedural Justice (PJ)

Average

6.5

Normal range

4.4 — 8.5

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Distributive Justice (DJ)

Average

13.4

Normal range

10.9 — 15.8

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Interpersonal Justice (IJ)

Average

19.6

Normal range

16.5 — 22.6

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Informational Justice (IJ)

Average

19.1

Normal range

16.1 — 22.1

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures perceived fairness of a specified workplace procedure or decision. Scores reflect distributive, procedural, interpersonal, and informational aspects of fairness.

Which workplace procedures can be rated?

Any clearly defined procedure can be selected, such as performance evaluation, promotion, scheduling, discipline, or hiring. All items should be answered with that single procedure in mind.

How long does it take and how many items are included?

The questionnaire includes 21 statements and takes about 4 minutes to complete. Most respondents finish in one sitting.

How should items be answered?

Rate each statement based on how accurately it describes the chosen procedure. Use the full response scale and avoid leaving items blank.

How should results be interpreted and used?

Lower scores indicate areas where fairness is perceived as weaker and may guide targeted changes to rules, treatment, or communication. Results support group-level comparisons over time or across units rather than conclusions about any single individual.

WHAT THE TEST MEASURES

About This Assessment

Organizational Justice Questionnaire Test

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This measure assesses employees’ perceptions of fairness in organizational practices and decision-making. The Organizational Justice Questionnaire is commonly used to evaluate fairness appraisals related to a specific procedure (e.g., performance evaluation, hiring, or policy implementation). It was developed by Jerald Greenberg and Robert J. Bies.

The instrument includes 21 items and typically takes about 4 minutes to complete. Content is generally organized around multiple domains of perceived justice, including distributive (fairness of outcomes), procedural (fairness of processes), interpersonal (quality of treatment), and informational (adequacy and clarity of explanations). Scores from the Organizational Justice Questionnaire can be used in applied or research settings to identify areas of concern in organizational climate and to inform targeted improvements in procedures and communication.

Author: Jerald Greenberg, Robert J. Bies

Literature: Colquitt, J. A. On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology. 2001.; Greenberg, J. Organizational justice: Yesterday, today, and tomorrow. Journal of Management. 1990.

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