ABSTRACT
Justice is a key issue for understanding organizational behavior (Cropanzano & Folger, 1989, 1991; Cropanzano & Greenberg, 1997; Folger & Konovsky, 1989). The study of organizational justice has focused on at least two major issues: How people respond to the fairness of the outcomes they receive (e.g., whether someone gets a pay raise, whether a person is laid off), and how people react to the fairness of the ways in which these outcomes are obtained (e.g., whether people are allowed an opportunity to voice their opinion about important decisions, whether someone is treated politely and with respect). Although concerns about distributive justice are crucial in organizations and were the first to draw the attention of organizational scientists they constitute only a part of the complete issue of organizational justice. People's perceptions of procedural fairness are also very important in organizations.
