The DOI matches its Crossref record; 244 of the 244 references it cites were found in a registry or an index.
Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.
Abstract
The field of organizational justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizational justice.
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“The organisational justice literature suggests this model generates predictable failure modes: employees disengage from security perceived as externally imposed and disconnected from welfare, and perceived injustice correlates with withdrawal, deviance, and counterproductive behaviour [12].”
From Geopolitical competition, online radicalisation, and organisational culture as vectors of the evolving insider threat (2026) · cites this paper as [12]
In the citing paper
“Organisational justice theory demonstrates that perceptions of procedural and interpersonal fairness significantly influence commitment and reduce counterproductive behaviour [12].”
From Geopolitical competition, online radicalisation, and organisational culture as vectors of the evolving insider threat (2026) · cites this paper as [12]
In the citing paper
“These aspects of justice are distinct but correlated [10].”
From 'It's Reducing a Human Being to a Percentage': Perceptions of Justice in Algorithmic Decisions (2018) · cites this paper as [10]
In the citing paper
“Receiving a thorough explanation (informational justice) is important in helping people to assess whether the decision-making procedure is just (procedural justice) [10].”
From 'It's Reducing a Human Being to a Percentage': Perceptions of Justice in Algorithmic Decisions (2018) · cites this paper as [10]
In the citing paper
“According to Colquitt and others, justice perceptions can be broken down into several aspects or antecedents [10].”
From 'It's Reducing a Human Being to a Percentage': Perceptions of Justice in Algorithmic Decisions (2018) · cites this paper as [10]
In the citing paper
“According to the literature on justice perceptions above, we should expect to find correlations between fair process and deserved outcome , understanding and fair process , appropriateness of factors and deserved outcome , and appropriateness of factors and fair process [10].”
From 'It's Reducing a Human Being to a Percentage': Perceptions of Justice in Algorithmic Decisions (2018) · cites this paper as [10]
In the citing paper
“a 2001 meta-analysis of 45 studies in a variety of organisational and institutional settings reported a correlation coefficient of 0.48 for the same constructs [10]”
From 'It's Reducing a Human Being to a Percentage': Perceptions of Justice in Algorithmic Decisions (2018) · cites this paper as [10]
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Metadata
- Authors
- Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y.
- Affiliations
- University of Florida (US)
- Venue
- Journal of Applied Psychology
- Published
- 2001-06
- Volume
- 86
- Issue
- 3
- Pages
- 425-445
- ISSN
- 0021-9010 (ISSN-L)
- 1939-1854
- OpenAlex
- W2096320953
- Cited by
- 5,942
- References
- 243
- Citations by year
- 2026: 396 · 2025: 273 · 2024: 259 · 2023: 237 · 2022: 244 · 2021: 295 · 2020: 312 · 2019: 314 · 2018: 279 · 2017: 325 · 2016: 282 · 2015: 337 · 2014: 365 · 2013: 278 · 2012: 311
- FWCI
- 7.75
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Applied Psychology (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
- Keywords
- organizational justice, distributive justice, procedural justice, interpersonal justice, informational justice, perceived fairness, job satisfaction, organizational commitment, organizational citizenship behavior, withdrawal behavior, employee performance
- MeSH terms
- Decision Making, Humans, Internal-External Control, Job Satisfaction, Personnel Management, Research Design, Social Justice, Organizational Culture, Endpoint Determination
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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