Abstract: Person-oriented research, instead of systems-oriented research, becomes the new focus in organizational change domain. Change fairness, referring to the fairness perception of change promoting process, provides a new perspective for the person-oriented research. Change fairness is decided by change event attributes, change leadership, individual characteristics and social support factors. Change fairness also exerts influence on employee’s reaction to change, organization and job. The future research of change fairness should emphasize indigenous research, antecedents and moderators exploration, and longitudinal studies.

Key words: change fairness, organizational change, organizational justice, indigenous research