摘要：AbstractOrganizational justice consists of three dimensions, namely, distributive, procedural and interactional justice. Organizational justice affects not only organizational performance, but to a large extent, also determines the economic wellbeing of an employee. Thus, organizational justice has a great impact on organizations, especially with regards to harmonizing the relationship between employer and employees. Treating employees unfairly can create negative attitude (e.g., refusal to follow instructions, sub-standard work performance, intentionally violating company rules and regulations, etc.) among employees towards management. Hence, several studies have been undertaken by past researchers to understand the issue of fairness in the workplace. Based on past studies, this paper aims to discuss the conceptualization of organizational justice.
