Organizational Justice and Job Satisfaction: A Test of Three Competing Models

Abstract

Using nationally representative data, we test three theories about distributive and procedural justice and their relation to job satisfaction. Our results support the group-value model more than the personal outcomes model by showing that procedural justice is a more important predictor of job satisfaction than is distributive justice. Furthermore, although other research has supported the psychological contract model by showing that experiences with downsizing alter how procedural justice and distributive justice are related to organizational commitment, we find that downsizing does not alter their relationship with job satisfaction.