Q.1 What does organizational justice primarily refer to?
Fairness in employee pay
Fairness in decision-making processes
Fairness in workplace friendships
Fairness in vacation scheduling
Explanation - Organizational justice refers to the perception of fairness in decision-making, processes, and outcomes within organizations.
Correct answer is: Fairness in decision-making processes
Q.2 Which type of justice focuses on fairness of the decision-making procedures?
Distributive justice
Procedural justice
Interactional justice
Restorative justice
Explanation - Procedural justice emphasizes the fairness of processes used to make decisions rather than the outcomes themselves.
Correct answer is: Procedural justice
Q.3 Distributive justice in organizations is most closely related to:
How polite managers are
How outcomes are distributed
How decisions are explained
How meetings are scheduled
Explanation - Distributive justice refers to the perceived fairness of outcome distributions, such as pay, promotions, or workload.
Correct answer is: How outcomes are distributed
Q.4 Interactional justice refers to:
Fairness in personal treatment
Fairness in pay levels
Fairness in policies
Fairness in group projects
Explanation - Interactional justice is concerned with the fairness of interpersonal treatment people receive from decision-makers.
Correct answer is: Fairness in personal treatment
Q.5 Which of the following best reflects ethical leadership?
Leading with charisma
Leading with fairness and integrity
Leading with strict rules only
Leading with economic incentives
Explanation - Ethical leadership emphasizes integrity, fairness, and promoting ethical behavior among employees.
Correct answer is: Leading with fairness and integrity
Q.6 What is the main goal of promoting organizational justice?
Increase employee friendships
Reduce organizational hierarchy
Enhance fairness perceptions
Simplify company rules
Explanation - The main goal is to enhance employees’ perception of fairness, which increases trust, satisfaction, and performance.
Correct answer is: Enhance fairness perceptions
Q.7 Employees who perceive high organizational justice are more likely to:
Quit quickly
Engage in counterproductive work
Show higher organizational commitment
Ignore ethical guidelines
Explanation - Fairness perceptions enhance commitment, trust, and job satisfaction, reducing turnover and misconduct.
Correct answer is: Show higher organizational commitment
Q.8 A manager who provides consistent reasoning for their decisions supports which type of justice?
Distributive justice
Procedural justice
Interactional justice
Restorative justice
Explanation - Procedural justice involves consistency, bias suppression, accuracy, and providing explanations for decisions.
Correct answer is: Procedural justice
Q.9 Ethical decision-making in organizations requires:
Maximizing profits only
Following personal preferences
Balancing fairness and organizational goals
Ignoring employee concerns
Explanation - Ethical decisions consider both fairness and organizational objectives, not just profits or personal choices.
Correct answer is: Balancing fairness and organizational goals
Q.10 An example of distributive injustice would be:
Employees not being told why they were denied promotion
Employees being paid unequally for the same work
Managers being rude to subordinates
Leaders not following policies consistently
Explanation - Distributive injustice occurs when outcomes (like pay) are distributed unfairly among employees.
Correct answer is: Employees being paid unequally for the same work
Q.11 Organizational justice contributes most strongly to:
Employee turnover
Workplace fairness perceptions
Hierarchical control
Reducing training needs
Explanation - Organizational justice ensures employees perceive fairness, which enhances satisfaction and reduces turnover.
Correct answer is: Workplace fairness perceptions
Q.12 Which type of justice is most concerned with respect and dignity?
Distributive justice
Procedural justice
Interactional justice
Retributive justice
Explanation - Interactional justice deals with respectful, dignified, and polite interpersonal treatment.
Correct answer is: Interactional justice
Q.13 What is one major consequence of low organizational justice?
Increased employee motivation
Higher job satisfaction
Decreased trust in management
Better teamwork
Explanation - Low perceptions of justice reduce trust, leading to disengagement and turnover.
Correct answer is: Decreased trust in management
Q.14 Which ethical theory focuses on outcomes when making organizational decisions?
Deontology
Virtue ethics
Utilitarianism
Justice theory
Explanation - Utilitarianism emphasizes outcomes and consequences, aiming for the greatest good for the greatest number.
Correct answer is: Utilitarianism
Q.15 Transparency in communication primarily strengthens which type of justice?
Distributive
Procedural
Interactional
Corrective
Explanation - Transparent communication helps employees see decision-making processes as fair and unbiased.
Correct answer is: Procedural
Q.16 Which of the following is an example of procedural injustice?
Manager explains decisions respectfully
Promotions given without clear criteria
Pay based on performance
Equal distribution of bonuses
Explanation - When processes lack transparency and consistency, it represents procedural injustice.
Correct answer is: Promotions given without clear criteria
Q.17 Employees are more likely to accept unfavorable outcomes if:
The process was unfair
They distrust management
The process was fair
They dislike their coworkers
Explanation - Even negative outcomes are more acceptable when employees perceive fair procedures.
Correct answer is: The process was fair
Q.18 Interactional justice can be improved by:
Paying employees equally
Treating employees with respect
Using consistent procedures
Providing promotions
Explanation - Interactional justice emphasizes interpersonal respect, politeness, and dignity in treatment.
Correct answer is: Treating employees with respect
Q.19 A company implementing a code of ethics is aiming to:
Increase efficiency only
Provide ethical guidelines
Simplify HR policies
Enhance brand design
Explanation - Codes of ethics give employees guidelines to align their behavior with organizational values.
Correct answer is: Provide ethical guidelines
Q.20 Which factor is most likely to undermine organizational justice?
Open communication
Inconsistent application of rules
Respectful treatment
Equal pay policies
Explanation - Fairness requires consistency; inconsistency erodes justice perceptions.
Correct answer is: Inconsistent application of rules
Q.21 Restorative justice in organizations aims to:
Punish unethical employees
Restore trust and relationships
Enforce strict rules
Promote financial profits
Explanation - Restorative justice emphasizes repairing harm, rebuilding trust, and improving relationships.
Correct answer is: Restore trust and relationships
Q.22 Which outcome is MOST associated with high organizational justice?
Workplace conflict
Organizational citizenship behaviors
Employee silence
Ethical violations
Explanation - High justice perceptions encourage employees to go beyond formal roles to support the organization.
Correct answer is: Organizational citizenship behaviors
Q.23 Perceptions of fairness in layoffs are primarily linked to:
Interactional justice
Distributive justice
Procedural justice
All of the above
Explanation - Layoff fairness includes outcome fairness (distributive), process fairness (procedural), and respectful treatment (interactional).
Correct answer is: All of the above
Q.24 What role does culture play in organizational justice?
It has no role
It shapes fairness perceptions
It prevents justice issues
It eliminates distributive concerns
Explanation - Cultural values influence how fairness is defined and perceived in organizations.
Correct answer is: It shapes fairness perceptions
Q.25 When employees perceive injustice, they are most likely to:
Engage in organizational citizenship
Increase productivity
Engage in withdrawal behaviors
Strengthen team cooperation
Explanation - Perceived injustice leads to absenteeism, disengagement, or quitting.
Correct answer is: Engage in withdrawal behaviors