Abstract
Business organizations have to pay heed to justice because of the significant work-related consequences that have been linked to employees' perceptions of fairness within organizational contexts. Considered as a sustainable competitive advantage for organizations, especially in the context of globalization, justice is an important yardstick that employees use to assess not only outcomes distribution but also the appropriateness of the formal procedures and the interpersonal treatment in organizations. How justice can be brought to the workplace? Organizational justice has been associated with job dissatisfaction, retaliation, lower work commitment and lower productivity. Justice, or the employees' perception of justice, through its three components which are distributive, procedural and interactional justices, can predict employee attitudes and behaviors. It brings trust and commitment, improves job performance, fosters employee organizational citizenship behaviors and builds customer satisfaction and loyalty. The three dimensions of justice are not mandatory to have positive effects on employee attitudes and behaviors since one component can tone down the injustice. To make workers perceive justice, the author provides specific techniques and recommendations in a bid to promote justice in the workplace.
