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Organizational Justice Questionnaire3

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

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

16,618 views

1,686 completions

1,412 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

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.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Procedural Justice (PJ)

Average

6.5

Normal range

4.4 — 8.5

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Distributive Justice (DJ)

Average

13.4

Normal range

10.9 — 15.8

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Interpersonal Justice (IJ)

Average

19.6

Normal range

16.5 — 22.6

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

Informational Justice (IJ)

Average

19.1

Normal range

16.1 — 22.1

min.

max.

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.

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SAMPLE QUESTIONS

Example Questions From the Test

This questionnaire consists of a series of statements designed to assess a specific organizational procedure defined by the researcher. Examples include a performance appraisal, a hiring process, a high-stakes examination, and similar procedures. After reading each statement, indicate the extent to which you agree or disagree by selecting one of five response options.

- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree
- Strongly disagree
- Disagree
- Not sure
- Agree
- Strongly agree

These are 3 of the 21 real questions — the rest appear in the test. No sign-up needed to start.

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WHAT THE TEST MEASURES

About This Assessment

Organizational Justice Questionnaire Test - Symptoms and Signs

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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.