The role of organizational justice in pay and employee benefit satisfaction, and its effects on work attitudes

The objective of our study is to provide a complementary approach with rega rd to organizational justice in the domain of compensation. It presents res earch undertaken on a sample of 285 employees in three different Canadian o rganizations. The results reveal that employees distinguish clearly between pay satisfaction and benefit satisfaction, and that distributive justice p erceptions are better predictors of pay satisfaction than procedural justic e perceptions. This result is reversed for employee benefit satisfaction: P rocedural justice perceptions are better predictors than distributive justi ce perceptions. Lastly, the results show that distributive justice percepti ons with regard to pay play a more important role than procedural justice i n job satisfaction and satisfaction with the organization.