ABSTRACT
La justicia organizacional se refiere a las percepciones de los trabajadores sobre lo que es justo e injusto en su trabajo. El objetivo del presente estudio fue presentar evidencias sobre la validez factorial y propiedades psicométricas de la versión argentina de la Escala de Justicia Organizacional de Colquitt. Se condujo una investigación empírica, cuantitativa, instrumental, de corte transversal. Se contó con una muestra por disponibilidad de 406 trabajadores (212 varones y 194 mujeres) de organizaciones argentinas. Los resultados del análisis factorial confirmatorio corroboraron la estructura tetrafactorial de la escala (justicia distributiva, procedimental, interpersonal e informacional). Se obtuvieron adecuados índices de confiabilidad (valores alfa ordinal y de confiabilidad compuesta mayores de .80) así como de validez discriminante y convergente (índices de varianza media extraída superiores a .60). Tales características psicométricas transforman a la escala validada en una herramienta útil para medir las percepciones de justicia al interior de las organizaciones argentinas.
The term organizational justice (OJ) was coined by Greenberg (1987) to refer to employees' perceptions about what is fair and what is unfair in their workplaces. The concept entails a personal assessment of the ethical and moral standards that characterize the organization. In their analysis of the origins of OJ, Cropanzano, Bowen, and Gilliland (2007) distinguish between the prescriptive approach of philosophers and the descriptive approach of social scientists. Philosophers have discussed the issue of justice long before social scientists, trying to determine what kinds of actions are truly fair. This is the prescriptive approach, which can still be found in the domain of business ethics. In contrast, the interest of social scientists has been in what people think is fair. This constitutes the descriptive approach, which tries to understand why people perceive certain events as fair and others as unfair. From this perspective, justice is a subjective and descriptive concept that captures what the individual believes is fair, rather than an objective reality or prescriptive moral code. In this paper, OJ will be addressed from the viewpoint of social scientists.
ABSTRACT
Los comportamientos contraproducentes (CCP) son acciones voluntarias y discrecionales que violan las normas organizacionales. Se describen los pasos seguidos para el desarrollo y validación de una escala para medirlos. A partir de la revisión bibliográfica, entrevistas focales y consultas con expertos se elaboró una escala preliminar que fue aplicada a 336 empleados argentinos. Del análisis factorial exploratorio emergió una estructura trifactorial, la que fue corroborada a través de un análisis factorial confirmatorio. La consistencia interna de los factores fue superior a .80. La validez discriminante se examinó mediante correlaciones con medidas de satisfacción, estrés laboral, percepciones de justicia, afectividad y deseabilidad social. Se discute la importancia de contar con instrumentos de medición que reflejen la cultura organizacional de las empresas latinoamericanas.
Counterproductive organizational behaviors (COB) are voluntary and discretionary actions that violate significant organizational norms. This article describes the steps followed for the development and validation of a scale to measure them. From the literature review, focus group, and expert opinion, a preliminary scale with 37 items was designed, which was applied to 336 Argentine employees. An exploratory factor analysis showed a three-factor structure, which was confirmed by a confirmatory factor analysis. The internal consistency of the factors was greater than .80. The discriminant validity was examined through correlations with measures of justice perceptions, affectivity, satisfaction, job stress, and social desirability. We discuss the importance to have measurement instruments that reflect the organizational culture of Latin American companies.