Distributive justice
The perceived fairness of the outcomes a person receives at work — pay, rewards, recognition — relative to their contributions.
§1The Principia rendering
A copyright-clean measure of this construct, authored by Principia and free to use — the one we can show in full.
Predicted psychometrics. These 10 items carry a design grade of A (avg design score 95/100) from the item-design model — an estimate pending calibration, not a measured reliability. Real responses (via deployment) sharpen it toward measured, which is what the licensing model collects.
§3The math on what we know
Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.
What drives distributive justice
| Predictor | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Pay For Performance | +0.36 | 1 | 4,577 | A | single study |
What distributive justice predicts
| Outcome | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Trust In Organization | +0.57 | 1 | 1,735 | A | single study |
| Job Satisfaction | +0.56 | 1 | 57,515 | A | single study |
| Organizational Commitment | +0.51 | 1 | 27,805 | A | single study |
| Turnover Intention | −0.40 | 1 | 50 | B | single study |
§4As a model node
Where distributive justice sits when you drop it into a model — what feeds it, what it moves. Read left to right as a small, actionable causal claim.
Inputs (drivers)
- Pay For Performance+0.36
Outputs (outcomes)
- Trust In Organization+0.57
- Job Satisfaction+0.56
- Organizational Commitment+0.51
- Turnover Intention−0.40