Σύγκριση μεθόδων

	Κλίμακα Οργανωσιακής Δικαιοσύνης	Κλίμακα Δέσμευσης προς τον Οργανισμό
Πεδίο	Οργανωσιακή Συμπεριφορά	Οργανωσιακή Συμπεριφορά
Οικογένεια	Process / pipeline	Process / pipeline
Έτος προέλευσης	2001	1991
Δημιουργός	Jason Colquitt and Robert H. Moorman	John P. Meyer and Natalie J. Allen
Τύπος	Self-report questionnaire	Self-report questionnaire
Θεμελιώδης πηγή	Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.	Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Εναλλακτικές ονομασίες	OJS, Justice Climate Scale	OCS, Meyer & Allen Scale
Συναφείς	5	5
Σύνοψη	The Organizational Justice Scale (OJS) measures employees' perceptions of fairness in organizational settings across four dimensions: distributive justice (fairness of outcomes), procedural justice (fairness of decision-making processes), interpersonal justice (respectful and dignified treatment), and informational justice (honest and adequate communication). Developed by Colquitt (2001) and building on earlier work by Moorman (1991), the OJS assesses how fairly employees perceive they and their work are treated, predicting organizational commitment, citizenship behavior, and turnover.	The Organizational Commitment Scale (OCS), developed by Meyer and Allen in 1991, measures three distinct dimensions of organizational commitment: affective commitment (emotional attachment), continuance commitment (perceived cost of leaving), and normative commitment (sense of obligation). This three-component model has become foundational in understanding employee retention, engagement, and organizational attachment.