Organizational justice is a theoretical framework positing that workplace functionality and trust depend on three distinct dimensions: outcome fairness (perceived distributional equity based on need, equality, or merit norms), procedural fairness (the perceived impartiality of decision-making processes defined by consistency, voice, accuracy, bias suppression, and correctability), and interactional fairness (treatment with dignity and respect). This concept belongs to the domain of Organizational Behavior within management science, establishing that subjective perceptions of equity often outweigh objective reality in determining employee behavior. The theory asserts a causal mechanism where procedural justice can mitigate dissatisfaction from unfair outcomes, while unjust procedures or interactions reliably trigger counterproductive work behaviors such as turnover or sabotage.
Organizational justice is a theoretical framework positing that workplace functionality and trust depend on three distinct dimensions: outcome fairness (perceived distributional equity based on need,…