Abstract:

Organizational justice has the potential to create profits for and employees. This benefit can be classified as increasing organizational confidence and commitment, demonstrating more organizational citizenship behavior, increasing customer satisfaction, reducing conflict within the organization and improving the work performance of employees. The issue of how organizational justice affects the work performance of employees is a topic that has been emphasized in recent years. When the empirical and meta-analysis studies on this subject are examined, the findings found are contradictory. The aim of this study is to study the impact of distribution, procedural and interactive justice, which is organizational justice dimensions, on the work performance of employees, based on theoretical, empirical and meta-analysis research carried out in the current situation.

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