Q1
Which of the following best captures the concept of distributive justice in organizational justice theory?
A
The fairness of procedures used to make decisions
B
The politeness and respect shown during outcomes distribution
C
The fairness of how outcomes or resources are distributed
D
The transparency of communication about decision-making
Correct Answer: C
A: Incorrect – This refers to procedural justice
B: Incorrect – This describes interactional justice
C: Correct – Distributive justice is about fairness in outcome distribution
D: Incorrect – This reflects informational justice
Q2
What is the primary principle behind procedural justice?
A
Everyone should receive equal outcomes
B
Procedures must reflect prevailing moral standards
C
People should be treated with dignity and respect
D
Explanations should be transparent and timely
Correct Answer: B
A: Incorrect – That's a principle of distributive justice (equality)
B: Correct – Procedural justice involves moral and ethical standards in procedures
C: Incorrect – That's interactional justice
D: Incorrect – That's informational justice
Q6
Which of the following would most likely violate procedural justice?
A
Equal salary regardless of input
B
Refusing to explain hiring decisions
C
Hiring a friend without open competition
D
Denying a raise to someone in need
Correct Answer: C
A: Incorrect – That may violate distributive justice (equity principle)
B: Incorrect – This violates informational justice
C: Correct – Cronyism and nepotism undermine fair procedures
D: Incorrect – More related to distributive justice (need principle)
Q7
The construct of “rule drift” refers to:
A
Employees forgetting workplace rules
B
Selective rule enforcement over time
C
Legal policies becoming outdated
D
Treating complaints like pain signals
Correct Answer: B
A: Incorrect – That's employee error, not systemic injustice
B: Correct – “Rule drift” describes inconsistent application of rules
C: Incorrect – Not mentioned in the lecture
D: Incorrect – That describes the metaphor for organizational complaints
Q8
Why might ignoring organizational complaints be risky?
A
They’re a sign of disloyalty
C
It removes unnecessary conflict
D
It hides problems that can grow worse
Correct Answer: D
A: Incorrect – Complaints often signal engagement, not disloyalty
B: Incorrect – Gossip may increase if complaints are suppressed
C: Incorrect – Avoidance only delays addressing real issues
D: Correct – Complaints are like pain signals and help identify issues early
Q10
What was the reaction to the lack of transparency after the Parkland school shooting, according to the case study?
A
Public praised the school for honesty
B
Families were furious about repeated backtracking
C
The district’s HR director was promoted
D
The shooter was sentenced immediately
Correct Answer: B
A: Incorrect – The reaction was negative
B: Correct – Families were outraged at broken promises and lack of compassion
C: Incorrect – Not mentioned and contradicts the narrative
D: Incorrect – The focus is on organizational response, not legal outcomes
Q11
What does interactional justice primarily concern?
A
Clarity of policy documentation
B
Fairness of resource distribution
C
Treatment with dignity and respect
D
Accuracy of data in decision-making
Correct Answer: C
A: Incorrect – This is related to informational justice
B: Incorrect – That’s distributive justice
C: Correct – Interactional justice focuses on respectful interpersonal treatment
D: Incorrect – Part of procedural justice
Q12
How does fairness influence the brain?
A
It triggers the stress response
B
It activates the prefrontal cortex
C
It activates the brain’s reward system
D
It decreases serotonin levels
Correct Answer: C
A: Incorrect – Unfairness may trigger stress, but fairness activates reward
B: Incorrect – The prefrontal cortex is involved, but not the core takeaway
C: Correct – Fairness activates the reward centers, like eating chocolate
D: Incorrect – Not addressed in the lecture
Q14
What is one risk of delegating difficult decisions to avoid discomfort?
A
Promotes participatory decision-making
C
Avoids emotional contagion
D
Damages interactional justice
Correct Answer: D
A: Incorrect – Delegation in this context is for avoidance, not participation
B: Incorrect – Avoidance erodes trust
C: Incorrect – Mishandling emotions increases contagion
D: Correct – Avoiding tough conversations damages respectful treatment
Q15
Which of the following best exemplifies informational injustice?
A
Lack of employee input in decisions
B
Biased implementation of policy
C
No explanation provided for layoff decisions
D
Using arbitrary performance metrics
Correct Answer: C
A: Incorrect – That’s a procedural justice issue
B: Incorrect – This relates to procedural justice (bias)
C: Correct – Informational injustice involves poor or absent explanations
D: Incorrect – That could be procedural or distributive injustice
Q17
Which of the following undermines procedural justice most directly?
A
Publicly shaming underperformers
B
Withholding salary data from staff
C
Hiring decisions made without clear criteria
D
Saying no without emotional support
Correct Answer: C
A: Incorrect – This is about interactional justice
B: Incorrect – Possibly informational, but not the clearest violation
C: Correct – Fair procedures require clear, consistent criteria
D: Incorrect – This is interactional justice
Q18
Why might people have different justice preferences across domains like healthcare and pensions?
A
Most people don’t understand justice
B
Their preferences are stable across domains
C
Preferences shift depending on context
D
Only experts understand distributive fairness
Correct Answer: C
A: Incorrect – The issue isn’t ignorance
B: Incorrect – The lecture emphasized variation by context
C: Correct – People apply different justice principles to different domains
D: Incorrect – Study showed general population variation
Q19
What is one reason transparency may be restricted in organizations?
A
To maintain procedural fairness
B
To simplify documentation
C
To reduce liability exposure
D
To improve employee satisfaction
Correct Answer: C
A: Incorrect – Transparency supports fairness
B: Incorrect – Simplification is not the main issue
C: Correct – Legal departments may limit explanations to avoid lawsuits
D: Incorrect – Transparency usually increases satisfaction
Application Questions
Application Q1
In your own dissertation context, identify a potential distributive justice issue.
- What outcome or resource is being distributed?
- What principle (equity, equality, need) is most appropriate for your setting, and why?
Application Q2
Consider a procedure used in your dissertation research setting (e.g., teacher evaluation).
- How would you assess its procedural justice using the six criteria provided in the lecture?
Application Q3
Think of a time in your professional experience when people reacted negatively to a decision.
- How might interactional justice (or lack thereof) have played a role in that reaction?
Application Q4
Reflect on a decision made by leadership in your dissertation research setting that was poorly explained.
- How could improving informational justice have changed stakeholder perceptions or reactions?
Application Q5
Apply the concept of rule drift to an education policy or procedure in your dissertation research setting.
- What are the risks of inconsistent enforcement in your case?
Application Q6
How would you measure perceptions of organizational justice (any or all dimensions) in your study?
- Would you use surveys, interviews, or another method? Justify your choice.
Application Q7
Compare the superintendent’s or university president's salary in your local district to the median income of the community.
- How might this comparison raise distributive justice concerns among stakeholders?
Application Q8
If your dissertation research involves change implementation, how will you account for the justice implications of that change?
- Which dimensions of justice might be most critical to address, and why?
Application Q9
Design a policy for fair decision-making in your dissertation context.
- How will your policy ensure procedural and informational justice?
Application Q10
In your professional setting, identify a common complaint voiced by stakeholders.
- How might reframing that complaint as a “pain receptor” help you interpret its diagnostic value in organizational analysis?
Application Q11
In your dissertation research, how might participants interpret equality and equity differently when it comes to resource allocation?
- Design a question or interview prompt to explore this distinction.
Application Q12
Imagine your participants express frustration about a decision but can’t articulate why.
- How might interactional or informational injustice explain their dissatisfaction?
Application Q13
If your dissertation involves policy evaluation, how will you examine whether the procedures were applied consistently across people and time?
- What evidence would count as consistency or inconsistency?
Application Q14
Consider a scenario where leadership avoids difficult conversations.
- What impact might this avoidance have on trust and organizational climate in your study?
Application Q15
Design a brief vignette that illustrates a breakdown in procedural justice.
- How would you use this vignette as a stimulus in qualitative interviews?
Application Q16
How does your own positionality as a researcher shape your perceptions of justice in your dissertation setting?
- What safeguards can you put in place to ensure fairness in your own research processes?
Application Q17
Use the Marjory Stoneman Douglas case to frame a discussion about informational justice.
- What questions might you ask stakeholders in your research to explore their views on transparency?
Application Q18
Create a short survey item for each of the four dimensions of organizational justice (distributive, procedural, interactional, informational) that could be used in your study.
Application Q19
Reflect on an organizational change initiative in your professional setting that failed.
- Analyze how failures in each of the four justice dimensions may have contributed to resistance or breakdown.
