เปรียบเทียบวิธี

	มาตรวัดความยุติธรรมในองค์กร	มาตรวัดความผูกพันต่อองค์กร
สาขาวิชา	พฤติกรรมองค์การ	พฤติกรรมองค์การ
ตระกูล	Process / pipeline	Process / pipeline
ปีกำเนิด	2001	1991
ผู้ริเริ่ม	Jason Colquitt and Robert H. Moorman	John P. Meyer and Natalie J. Allen
ประเภท	Self-report questionnaire	Self-report questionnaire
แหล่งต้นตำรับ	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.
ชื่อเรียกอื่น	OJS, Justice Climate Scale	OCS, Meyer & Allen Scale
ที่เกี่ยวข้อง	5	5
สรุป	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.