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: Organizational justice - Wikipedia
Organizational justice
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Organizational injustice redirects to here, and is the flip-side, often more easily considered. Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behaviour of the organization and the employee's resulting attitude and behaviour. ( e.g., if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in productivity). Justice or fairness refers to the idea that an action or decision is morally right, which may be defined according to ethics, religion, fairness, equity, or law. People are naturally attentive to the justice of events and situations in their everyday lives, across a variety of contexts (Tabibnia, Satpute, & Lieberman, 2008). Individuals react to actions and decisions made by organizations every day. An individual's perceptions of these decisions as fair or unfair can influence the individual's subsequent attitudes and behaviors. Fairness is often of central interest to organizations because the implications of perceptions of injustice can impact job attitudes and behaviors at work. Justice in organizations can include issues related to perceptions of fair pay, equal opportunities for promotion, and personnel selection procedures. There are two forms of Organizational Justice;