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Melinda Laundon, Paula McDonald and Abby Cathcart

Organizational justice theory is concerned with employees’ perceptions of fairness in the workplace. The theory attempts to answer pertinent questions that are considered central to the employment relationship, particularly why and how employees make justice judgements about workplace procedures, outcomes, and interactions and how they respond to these perceptions of fairness or unfairness. Almost 50 years of organizational justice research has demonstrated that employee perceptions of fairness at work influence a range of significant employee and organizational outcomes, including satisfaction, job performance, and organizational citizenship behaviour. This chapter draws on organizational justice scholarship from various disciplinary perspectives to explore how justice theory is relevant to the employment relationship.