Organisational justice, first suggested by Greenberg in the year 1987, refers to an employee’s view of its organisation’s behaviour, decisions and actions and how these affect the employee’s own attitude and behaviour at work. The term is closely linked to the concept of fairness and equity; employees are very sensitive to decisions made on a day-to-day basis by their employers and will judge these decisions as unfair or fair. Organisational justice is how an employee judges the behavior of the organisation and their resulting attitude and behavior eg; If a firm makes half of the workers redundant, other employees will feel a sense of injustice leading to low productivity. Organisational justice is one of the major factors which influences Job Satisfaction. Justice or fairness means whether the decisions or actions taken on the basis of law, ethics, religion, or equity are morally right or not. People are quite aware of justice in their everyday lives at home and especially of their work related issues e.g.: Justice related to fair pay, selection of personnel and promotion policy etc in the organisation. An individual’s interpretation of the decisions taken by the organisation as fair or unfair can affect the individual’s attitudes and behavior at work.