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Abstract
Researchers in a number of disciplines have examined the utility of single-item measures for both affective and cognitive constructs. While these authors have indicated that, under certain circumstances, the use of single-item measures is appropriate, there remains concern regarding the reliability and validity of single-item measures. This study attempts to address these concerns by comparing the reliability and validity of single-item and full-scale measures for three dimensions of organizational justice. There are an increasing number of studies in organizational behavior, as well as sport management, that have explored the importance of justice and its influence on various attitudes and behaviors. However, to date there have been no attempts to develop single-item measures for each of the dimensions of organizational justice. The development of single-item measures for organizational justice could provide researchers with practical and psychometric advantages compared with full-scale measures. Two separate methods were used to test the reliability of single-item measures while concurrent validity was measured with a global measure of job satisfaction. Single-item measures demonstrated comparable concurrent validity, and, with one exception, the reliability estimates were all above .70.