Title: Organizational justice - Wikipedia
Headings: Organizational justice
Organizational justice
Contents
Overview
Corporate social responsibility
Roots in equity theory
Types
Distributive
Procedural
Interactional
Proposed models
The role of affect in perceptions
Antecedents of perceptions
Employee participation
Communication
Justice climate
Outcomes of perceptions
Trust
Performance
Job satisfaction and organizational commitment
Organizational citizenship behavior
Counterproductive work behaviors
Absenteeism and withdrawal
Emotional exhaustion
Health
Turnover Intention
See also
Bibliography
References

Content: Comparison points against which these inputs and outcomes are judged may be internal (one's self at an earlier time) or external (other individuals). Types
Three main proposed components of organizational justice are distributive, procedural, and interactional justice (which includes informational and interpersonal justice). Distributive
Distributive justice is conceptualized as the fairness associated with decision outcomes and distribution of resources. The outcomes or resources distributed may be tangible ( e.g., pay) or intangible ( e.g., praise). Perceptions of distributive justice can be fostered when outcomes are perceived to be equally applied (Adams, 1965). Also, distributive justice can be viewed as capitalist justice: ratio of one's inputs to one's outcomes. According to the article:, distributive justice is composed of three main component: Equity, Equality and need.