The Perceptions of Fair Interpersonal Treatment scale: Development and validation of a measure of interpersonal treatment in the workplace
The Perceptions of Fair Interpersonal Treatment scale: Development and validation of a measure of interpersonal treatment in the workplace
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DOI：
10.1037/0021-9010.83.5.683
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发表时间：
1998-10-01
影响因子：
9.9
通讯作者：
Munson, LJ
中科院分区：
文献类型：
--
作者：
Donovan, MA;Drasgow, F;Munson, LJ
公平人际待遇知觉量表（PFIT）旨在评估员工对工作环境中人际待遇的知觉。对该量表的因素结构和信度的分析表明，PFIT量表是一个由上级对待和同事对待两个因素组成的信度较高的量表。据推测，PFIT规模将与工作满意度变量呈正相关，与工作撤回，工作撤回，性骚扰的经验，和一个组织的性骚扰的容忍度呈负相关。基于509名员工在私营部门组织和217名女性教职员工在一个大型中西部大学支持这些假设的结果。共同的方法方差和员工的处置负责PFIT规模和其他工作相关变量之间的显着相关性的论点被删除。这些结果的影响进行了讨论。
The Perceptions of Fair Interpersonal Treatment (PFIT) scale was designed to assess employees' perceptions of the interpersonal treatment in their work environment. Analyses of the factor structure and reliability of this new instrument indicate that the PFIT scale is a reliable instrument composed of 2 factors: supervisor treatment and coworker treatment. It was hypothesized that the PFIT scale would be positively correlated with job satisfaction variables and negatively correlated with work withdrawal, job withdrawal, experiences of sexual harassment, and an organization's tolerance of sexual harassment. Results based on 509 employees in a private-sector organization and 217 female faculty and staff members at a large midwestern university supported these hypotheses. Arguments that common method variance and employees' dispositions are responsible for the significant correlations between the PFIT scale and other job-related variables were eliminated. The implications of these results are discussed.