Organizational Justice

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Organizational justice refers to people’s perceptions of the fairness or unfairness of the treatment they receive in the organizations where they work. The ways authorities, such as supervisors and managers, make decisions and implement them are evaluated by employees in terms of their fairness. Other agents, such as coworkers and customers who interact with employees, also can generate judgments of fairness or unfairness at work. These fairness perceptions can be conceived according to four dimensions of organizational justice as well as in general terms. The four dimensions are distributive, procedural, interpersonal, and informational. Typically, distributive justice evaluates the equity of treatment, where people expect outcomes proportionate to their contributions. Workers also evaluate the fairness of procedures used to make decisions and the quality of their interpersonal relations with the various actors of the organization, including the information the actors communicate regarding decisions and the procedures followed to make them. When people perceive that they are treated fairly, positive consequences result for them and for their organizations. Thus, they tend to be more satisfied, evaluate their management more favorably, engage in more prosocial behaviors within their organizations, perform at higher levels, and remain in their employing organizations for longer periods. When people experience unfair treatment, negative consequences include stress and health-related concerns for employees, negative attitudes toward the organization, and counterproductive behaviors, such as theft, vandalism, or absenteeism. People react strongly to fair or unfair treatment for different reasons. They may believe that fair treatment will allow them to receive the rewards that they deserve, it may communicate that they are valued in a group, or fair treatment may be valued as an important and basic principle of human functioning. Research on organizational justice in 2020 focuses on understanding the mechanisms producing fairness judgments and their consequences and on the boundary conditions limiting the observed relations with their antecedents and outcomes.