Abstract
An effective system of organizational justice forms the foundation for an organizational culture which promotes inclusion and diversity, and therefore an important topic for human resources development (HRD) practice. The purpose of this paper is to explore the concept of organizational justice from the existing literature. Based on previous research, this review hypothesized the employees’ perceptions of organizational justice and investigated the four different dimensions (distributive, procedural, interactional and informational justice) of organizational justice as evident in existing literature. This review attempts to analyze the current state of organizational justice research with emphasis on the field of human resources development. The review also attempt to suggest some implications for practice and future directions for HRD scholars and researchers.
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