Organizational justice has been shown to be an important predictor of criminal justice employees’ work‐related perceptions, attitudes, and behaviors. In this study, we take stock of the organizational justice effect on criminal justice employees’ work outcomes by subjecting the literature to a meta‐analysis. Multilevel modeling based on 1,924 effect size estimates drawn from 143 studies (95 independent data sets) was used to establish the empirical status of the organizational justice effect. The results indicate a sizeable relationship between organizational justice and justice system employee work outcomes (Mz = .256, CI = [.230, .283]). The findings also demonstrate that the organizational justice effect size varies slightly across several methodological variations. Specifically, the organizational justice effect size is larger when the concept is measured with scales that contain survey items tapping into all four dimensions of justice. Also, we found that outcome type, presence of confounding mechanisms, research design, and sample characteristics moderate the justice effect. We conclude that organizational justice theory is a useful framework for developing a more theoretically informed understanding of justice system employees’ work outcomes. We discuss the theoretical implications of the meta‐analytic findings and avenues for future research based on the results.

中文翻译：

---

刑事司法雇员中的组织司法效应：荟萃分析*

组织公正已被证明是刑事司法雇员与工作相关的观念，态度和行为的重要预测指标。在本研究中，我们通过对文献进行荟萃分析来评估组织公正对刑事司法雇员的工作成果的影响。基于从143项研究（95个独立数据集）得出的1,924个效应量估计值的多层次建模来建立组织正义效应的经验状态。结果表明组织正义与正义系统员工工作成果之间存在相当大的关系（Mz = .256，CI = [.230，.283]）。研究结果还表明，组织公正效应的大小在几种方法学变异中略有不同。特别，当用包含调查项目的量表来量度该概念时，组织正义效果的规模会更大，而调查项目会涉及到正义的所有四个方面。此外，我们发现结果类型，混淆机制的存在，研究设计和样本特征可减轻司法效果。我们得出的结论是，组织公正理论是一个有用的框架，可用于对司法系统员工的工作成果建立更理论上的了解。我们将基于结果讨论荟萃分析发现和途径对未来研究的理论意义。我们得出的结论是，组织公正理论是一个有用的框架，可用于对司法系统员工的工作成果建立更理论上的了解。我们将基于结果讨论荟萃分析发现和途径对未来研究的理论意义。我们得出的结论是，组织公正理论是一个有用的框架，可用于对司法系统员工的工作成果建立更理论上的了解。我们将基于结果讨论荟萃分析发现和途径对未来研究的理论意义。