Development Of Workers’ Coping With Organizational Injustice Questionnaire And Preliminary Application

Coping with organizational injustice is meant to describe the effort which individuals actively adjust their emotions, cognition and behavior when they are perceived of organizational injustice. As the development of organizational injustice goes deep, coping with organizational injustice is gradually explored as a new project and becoming one of the major parts in the research of organizational injustice. Understanding workers’coping style with organizational injustice is conducive for administrators to grasp workers’ coping behaviors with target and adopt efficient management measures. Research on coping with organizational injustice is of great importance to organizational management both in theory and in practice, however, the current study is not systematic enough and related measuring instrument is not found. Given the above, this study design the workers’coping with organizational injustice questionnaire on the basis of research status home and abroad which aims to inspect the structure of workers’coping with organizational injustice and analyze the present situation of it. Eventually, this study is successively applied with interview, open questionnaire survey, exploratory factor analysis and confirmatory analysis, get the results as follows:(1) Workers’ coping with organizational injustice questionnaire has18items in total, including4dimensions:self-comfort (3items), emotional disclosure (5items), negative resistance (7items) and exit behavior (3items).(2) This questionnaire has a relatively good reliability and validity. The internal consistency coefficient of total questionnaire is up to0.853. As with construct validity is the means of exploratory factor analysis, these four factors can explain65.44%of variance, correlation coefficient between factors range from0.10to0.592. In the report of confirmatory factor analysis, the comparative fit indexes are:x2/df=5.982, GFI=0.78, and NFI, NNFI, CFI, IFI are all above0.90, RMR<0.1, RMSEA=0.127. All these data show a well-fitted model.(3) Each dimension of workers’coping with organizational injustice has significant difference in gender, age, education background, current position and workplace nature.(4) Workers’coping with organizational injustice has a significant correlation with equity sensitivity, and equity sensitivity has predictive value to workers’coping with organizational injustice.