There is a limited amount of research on the use of single-item versus multiple-item measures when examining employee attitudes. This line of research has tended to focus on job satisfaction, ignoring other relevant aspects of an employee’s attitude about a work situation. Single-item measures attempt to identify an employee’s attitude on a particular dimension (i.e., job satisfaction) with one scale item. In contrast, multiple-item scales normally use a large number of items to measure a particular dimension. Wanous, Reichers and Hudy (1997) identified several reasons why single-item measures should be considered when examining employee attitudes. These reasons include: (a) more efficient use of questionnaire space; (b) reduced cost in developing single-item measures; (c) likelihood of increased face validity, particularly when employees have negative perceptions about an organization; and (d) single-item measures may be more useful in identifying longitudinal changes in employee job satisfaction. However, many researchers have raised concerns regarding the use of single-item measures. These concerns have centered on the difficulty in establishing internal consistency and reliability as well as the challenge of measuring multi-dimensional constructs (Loo, 2002; Oshagbemi, 1999; Nagy, 2002). In response to these concerns Wanous et al. (1997) established that reliability of single-item measures can be estimated using the correction for attenuation formula and factor analysis. To date, there have been no attempts to determine the utility of single-item measures when examining employee attitudes regarding organizational justice and organizational commitment. Therefore the purpose of this study was to extend the line of research on single-item scales by developing and testing single-item measures for each of the facets which comprise organizational commitment and organizational justice. Multiple-item scales were used to measure employee attitudes regarding organizational commitment and organizational justice. Scores from multiple-item scales were then correlated with single-item measures from the same questionnaire to determine the utility of the single-item approach. Reliability and internal consistency estimates for the single-item measures were tested using the correction for attenuation formula and factor analysis. Results indicated partial support for the use of single-items when measuring organizational justice and organizational commitment. This study represents a first attempt at developing single-item measures for organizational justice and organizational commitment. Development of single-item measures could assist researchers who are interested in measuring multiple constructs which influence employee attitudes in one setting.Keyword(s): administration/mgmt, research, sport management