Reliability and Validity of the Japanese Version of the Organizational Justice Questionnaire
Reliability and Validity of the Japanese Version of the Organizational Justice Questionnaire
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DOI：
10.1539/joh.l8042
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发表时间：
2009-01-01
影响因子：
3
通讯作者：
Kivimaki, Mika
中科院分区：
文献类型：
--
作者：
Inoue, Akiomi;Kawakami, Norito;Kivimaki, Mika
日本版组织公正问卷的可靠性和有效性：Akiomi INOUE，et al.东京大学医学研究生院精神卫生系-目的：以前欧洲的研究报告低程序公正和低干预公正与健康问题增加有关，使用了Moorman组织公正问卷的修改版本（OJQ，Elovainio et al.，2002年，组织正义。我们将修改后的OJQ翻译成日语，并检查了内部一致性信度，基于因素和结构效度的这一措施。回译程序证实，翻译是适当的，等待一个小的修改。研究方法：在日本的一家制造工厂，共有185名男性和58名女性接受了一份邮寄问卷调查，其中包括OJQ和其他工作压力因素。结果：两个OJQ分量表的Cronbach α系数都很高（0.85-0.94）的男性和女性。假设的两个因素（即，对男性而言，程序公正和诉讼间公正）通过因素分析提取;对女性而言，程序公正进一步分为两个独立的维度，支持三因素结构而不是两因素结构。收敛效度的支持预期的相关性OJQ与工作控制，主管的支持，努力回报的不平衡，特别是在男性的工作未来的模糊性。结论：本研究表明，日文版的OJQ具有可接受的信度和效度水平，至少对男性员工。
Reliability and Validity of the Japanese Version of the Organizational Justice Questionnaire: Akiomi INOUE, et al. Department of Mental Health, Graduate School of Medicine, The University of Tokyo-Objectives: Previous European studies reporting low procedural justice and low interactional justice were associated with increased health problems have used a modified version of the Moorman's Organizational Justice Questionnaire (OJQ, Elovainio et al., 2002) to assess organizational justice. We translated the modified OJQ into the Japanese language and examined the internal consistency reliability, and factor-based and construct validity of this measure. A back-translation procedure confirmed that the translation was appropriate, pending a minor revision. Methods: A total of 185 men and 58 women at a manufacturing factory in Japan were surveyed using a mailed questionnaire including the OJQ and other job stressors. Results: Cronbach alpha coefficients of the two OJQ subscales were high (0.85-0.94) for both sexes. The hypothesized two factors (i.e., procedural justice and interactional justice) were extracted by the factor analysis for men; for women, procedural justice was further split into two separate dimensions supporting a three-rather than two-factor structure. Convergent validity was supported by expected correlations of the OJQ with job control, supervisor support, effort-reward imbalance, and job future ambiguity in particular among the men. Conclusion: The present study shows that the Japanese version of the OJQ has acceptable levels of reliability and validity at least for male employees.