This study analyzed the factor structure of Colquitt's Organizational Justice Scale by employing a non-experimental cross-sectional-descriptive design with 300 workers from a Chilean mining company. The analysis included both the original four-factor model and a second-order general factor model, revealing that the last one presented a slightly better fit. Despite a generally high internal consistency, inadequate reliability was observed for the interpersonal justice subscale. Criterion validity was explored by establishing a connection between organizational justice and job satisfaction, explaining 24.4% of the variance of the latter. The results of this research significantly advance the understanding of the construct and predictive validity of the scale in a Chilean sample.
Escobar-Campusano et al. (Thu,) studied this question.