Organization Management Journal


This study examined the collected research on the four dimensions of organizational justice (i.e., distributive, procedural, interpersonal, and informational) by reanalyzing data taken from Colquitt, Conlan, Wesson, Porter & Ng’s (2001) meta-analysis. First, this study uses Relative Weight Analysis (RWA) to assess the relative predictive utility of the four justice dimensions on a set of employee outcomes; this analytic technique is better suited to examine this research question than traditional regression-based techniques. Second, this study examines how different operationalizations of procedural justice can lead to different patterns of results. For analyses using an expansive operationalization of procedural justice, the results of Colquitt, et al. (2001) are largely supported. However, for analyses using a narrower, more appropriate operationalization of procedural justice, results instead show that distributive justice is the most important dimension for predicting explained variance in most dependent variables, including outcome satisfaction, job satisfaction, organizational commitment, and withdrawal. This finding runs contrary to much of the accumulated justice literature; as such, this study raises conceptual, practical, and methodological concerns.