Employers would benefit from paying attention to all three types of justice perceptions. In addition to being the right thing to do, paying attention to justice perceptions leads to outcomes companies care about. Injustice is directly harmful to employees’ psychological health and well-being and contributes to stress and depression. High levels of justice create higher levels of employee commitment to organizations, and they are related to higher job performance, higher levels of organizational citizenship (behaviors that are not part of one’s job description but help the organization in other ways, such as speaking positively about the company and helping others), and higher levels of customer satisfaction. Managers who are treated in an interactionally fair manner by their own bosses treat their own subordinates in a more interactionally fair manner—in other words, there is a trickle-down effect. Conversely, low levels of justice lead to retaliation and support of unionization.


Satisfied customers are saying