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: Equity focus more on rewarding employees based on their contribution. Equality on the other hand provide each employee with the same compensation. Finally, need is providing a benefit based on one's personal requirement. Procedural
Procedural justice is defined as the fairness of the processes that lead to outcomes. When individuals feel that they have a voice in the process or that the process involves characteristics such as consistency, accuracy, ethicality, and lack of bias then procedural justice is enhanced (Leventhal, 1980). According to the article, procedural justice is the appropriateness of the allocation process. it includes six main point which are consistency, lack of bias, accuracy, representation of all concerned, correction and ethics. Procedural justice seems to be essential to maintaining institutional legitimacy. What is more interesting is that procedural justice affects what workers believe about the organization as a whole. Interactional
Interactional justice refers to the treatment that an individual receives as decisions are made and can be promoted by providing explanations for decisions and delivering the news with sensitivity and respect (Bies & Moag, 1986).