Abstract:

Organizational justice refers to employees' psychological perceptions about the fairness in the workplace. Previous studies, lacking of effective explanation for the group-level phenomenon of the organization, mainly focused on the perceptions of organizational justice at the individual-level. Recently, scholars have begun to pay attention to organizational justice at the group-level, namely organizational justice climate. Since then, fruitful research about theory and demonstration are achieved. Social information processing theory, attraction-selection-attrition model, justice contagion and fairness heuristic theory were primarily used to account for the psychological mechanism of organizational justice climate. Empirical studies are mainly concerned with the types, sources, quality and strength, and the third-party perspective of organizational justice climate. On one hand, some research has analyzed how leadership and teams affect the organizational justice climate. On the other hand, other research has investigated the effects of organizational justice climate on employees and teams. Future research can place emphasis on the different influence of factors from leaders on organizational justice climate, comparative studies on the effects from different types of justice as well as studies on the development of measurements of organizational justice climate. Furthermore, research on the effects of cultural factors on organizational justice climate is also recommended.

Key words: organizational justice, organizational climate, justice perception, justice climate