Abstract
The purpose of this study is to develop a reliable and valid measurement tool to explore views about organisational justice in schools and to examine teachers' and school administrators' views about organisational justice in primary schools. The sample of the study consisted of a total of 455 participants, 176 school administrators and 279 teachers from the primary schools in the Centre of Van. The Organisational Justice Scale, developed by the authors, was employed as data gathering tool. Principal Component Factor Analysis was used to determine the content and construct validities of the scale and Confirmatory Factor Analysis was employed to evaluate the obtained results. As a result of the study, the developed Organisational Justice Scale (OJS) was found to be a valid and reliable measurement tool for school applications.
Highlights
Justice, accepted as one of the individual and social virtues, has been studied throughout human history because of its significance in social life
The results of the study have been discussed under the following headings: Findings of the Development of the Organisational Justice Scale
Factor construction of the Organisational Justice Scale, which consisted of 25 items, was examined by Exploratory Factor Analysis
Summary
Justice, accepted as one of the individual and social virtues, has been studied throughout human history because of its significance in social life. As a result of such a comparison, those who see an unfavourable condition prefer to lower their inputs or develop turnover intentions When they believe there is justice, they work peacefully (Eren, 2001). In a similar way Tekleab, Takeuchi and Taylor (2005) have stressed that organisational justice is related to social relations in organisation and attitudes and behaviours of workers. While just perceptions lead to positive behaviours, injustice causes negative behaviours like unfairness perception and aggressiveness which complicate the goal achieving process for organisations (Beugre, 2002; Robinson, 2004) Those who think they and the others aren't treated fairly tend to be in behaviour and attitudes which damage the workplace like anger, clash, negative effect, getting sick commonly and sabotaging the workplace (Greenberg, 1999)
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