Cross-Cultural Applications of Organizational Justice: Dean B. McFarlin and Paul D. Sweeney

Our knowledge of how fairness issues affect corporate life has grown tremendously since the beginning of the 1990s. Distributive, procedural, and interactional justice can help us understand much of what happens to employees-from the time they join the firm until they leave. Clearly, fairness issues are often the source of trust (or lack thereof) that employees feel toward their companies. In essence, justice concerns are the basis of the psychological contract that exists between employees and the firm (Morrison & Robinson, 1997).