How should organizational justice be measured

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The role of overall justice judgments in organizational justice research: a test of mediation. (2009, background): “Colquitt and Shaw (2005) suggested direct measures be used when justice is an endogenous variable (such as a mediator), while indirect measures are appropriate when justice is an exogenous variable (i.e., the predictor variable).”
How perceptions of fairness can change (2013, methodology): “To measure the central constructs of our model, scholars have offered guidance for measuring justice events and justice entities (Colquitt & Shaw, 2005), measures of justice expectations can be found in prior studies (e.g., Bell et al., 2006), and the certainty of entity perceptions can be measured…”
Distributive justice, procedural justice, exemplarity, and employees’ willingness to cooperate in M&A integration processes : An analysis of the Air France-KLM merger (2011, background): “As such, M&A contexts may be defined as multiple-decision events (Colquitt & Shaw, 2005), and capturing justice perceptions thus requires measurement items that take into consideration this specificity (Ellis et al., 2009; Luo, 2007).”
Echoes of Silence: Employee Silence as a Mediator Between Overall Justice and Employee Outcomes (2012, background): “Second, overall justice can be more appropriate when global outcomes (e.g., performance) are being considered (Colquitt and Shaw 2005).”