Target-Setting Fairness Perception Assessment
Target-Setting Fairness Perception Assessment
Welcome to Target-Setting Fairness Perception Assessment
Instructions:
- There is no time limit for this test. Please answer at your own pace.
- This test consists of 15 questions in total.
- The next question will appear automatically after you select an answer.
- You can return to modify your answer using the "Previous" button.
- All test results on this site are for reference only and do not constitute professional advice.
Target-Setting Fairness Perception Assessment | Measure Your Sense of Organizational Justice
I. Assessment background
In the workplace, 'fairness' is not just about pay; it is about how transparent the process is and how reasonable the outcomes are. This test is a scenario-based adaptation of Colquitt's four-dimension organizational justice model (distributive, procedural, interpersonal, and informational fairness), with a special focus on employees' real experience in the key step of 'target-setting'.
II. Why does fairness affect your performance?
According to Adams's Equity Theory, when employees perceive that inputs and outputs are out of proportion, or that the target-setting process is opaque, the following psychological mechanisms kick in:
- Self-protection tendency: reducing effort to restore psychological balance.
- Loss of motivation: no longer trusting the incentive system and sliding into burnout.
- Increased intention to quit: in environments lacking procedural fairness, employees tend to look for outside opportunities.
III. The four key dimensions assessed
Through 15 carefully selected items, this assessment dissects your workplace sense of justice along the following dimensions:
- Distributive fairness: whether target difficulty matches the resources and rewards you receive.
- Procedural fairness: whether the criteria for setting targets are consistent and whether you have a say in decisions.
- Informational fairness: whether managers fully explain the logic behind the targets.
- Interpersonal justice: whether management shows enough respect when discussing targets.
IV. Who it's for
This test is for: employees going through KPI/OKR reviews, people confused by their organization's incentive mechanisms, and managers who want to gauge their team's health.