These types of justice are seen to have differential effects such that
distributive justice is a more important predictor of personal outcomes such
as satisfactions with pay and job, whereas the reverse was true for organizational
outcomes such as organizational commitment and evaluation of
supervisors (Folger & Konovsky, 1989; Greenberg, 1990; McFarlin &
Sweeney, 1992). That is, in explaining the range and scope of individual
responses to an organizational event, procedural justice may be a more
relevant factor (Cropanzano et al., 2001).