“…Justice at the workplace is usually related to the outcomes employees receive, procedures adopted to define and allocate these outcomes, and interpersonal interactions with co-workers (Cropanzano & Ambrose, 2015;Folger & Cropanzano, 2001;Folger et al, 2005;McColl-Kennedy & Sparks, 2003;Skarlicki & Folger, 1997). Hence, 'distributive justice' is concerned with outcomes (Etim & Okudero, 2019;Folger & Cropanzano, 2001;McColl-Kennedy & Sparks, 2003), 'procedural justice' is related to the procedures involved in defining those outcomes (Cropanzano & Ambrose, 2015;Etim & Okudero, 2019;Folger & Cropanzano, 2001;Folger & Konovsky, 1989;McColl-Kennedy & Sparks, 2003;McFarlin & Sweeney, 1992) and 'interactional justice' is related to interpersonal interactions (Colquitt, Conlon, Wesson, Porter, & Ng, 2001b;Cropanzano, Byrne, Bobocel, & Rupp, 2001;Kerwin, Jordan, & Turner, 2015;Parks, 1996;Reb, Goldman, Kray, & Cropanzano, 2006). Violation of distributive justice leads to anger (Khattak, Khan, Fatima, & Shah, 2019) and resultantly, to an individual's retaliatory behavior (Skarlicki & Folger, 1997).…”