ABSTRACT
Social scientists long have noted that feelings of justice and injustice are experienced commonly in everyday life (Cohen, 1986). This is especially so on the job, where employees are sensitive to matters such as how much they are paid relative to others, how openly and consistently decisions are made, and how thoroughly and sensitively these decisions are explained to them (Greenberg, 1996). Such experiences reflect the domain of organizational justice-a term coined by Greenberg (1987) to refer to the extent to which people perceive organizational events as being fair. Specifically, organizational justice is widely regarded to take three major forms.
