Abstract
Procedural justice is generally thought of as a unidimensional construct. In this article, it is argued that in the performance appraisal context procedural justice can be conceptualized as two-dimensional: system procedural justice and rater procedural justice. Regression results from a study of one organization in Turkey support this distinction. Due process characteristics and employee characteristics were differentially related to two dimensions of procedural justice. Specifically, perceived validity of performance criteria, knowledge of performance criteria, and organizational level of employees were related to system procedural justice, whereas perceived performance feedback and fair hearing were each positively related to rater procedural justice.
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