Professional and committed employees have always been a desirable resource in the portfolio of human resources of each company because their expertise and engagement can significantly affect the overall performance of businesses. The readiness to put the potential that have in the function of the company is, however, under the influence of a variety of factors, starting from the design of the job, through the reward system, to the possibility of promotion. As one of the most important factors, which is not sufficiently addressed in domestic literature, is the perception of organizational fairness, as well. This category refers on the degree to which employees believe that the decisions made in the company are fair, the procedures that are applied are fair, and the treatment of the employees to whom the decisions are made for are fair. Numerous empirical researches have shown that when a higher level of organizational justice is perceived in the company, it has a positive impact on the manifestation of organizational citizenship behaviour, job satisfaction, commitment, etc. Since all these forms of employees` behaviour and attitudes are positively correlated with individual, and thus overall, organizational, performances, organizational justice could be seen as one of the factors that can influence the performance that the company as a whole. Bearing in mind the above, the subject of the paper is to examine whether organizational justice has a statistically significant impact on the performance of companies in Serbia, and to what extent some forms of organizational justice (distribution, procedural and interactive) affect them. The aim of the paper is to propose mechanisms and measures based on the results of the research to managers, whose implementation can contribute to the increase of organizational justice in those segments that are poorly assessed. The starting assumption of the paper is that organizational justice has a statistically significant impact on company performance. In order to verify the validity of this assumption, the methods of correlation and regression analysis will be used. The analysis will be based on the data obtained from the primary research carried out in the companies mostly in the South East of Serbia. The theoretical implications of the paper are reflected in filling in the gaps in domestic literature regarding organizational justice and its possible implications, while empirical implications are reflected in the ability to increase the level of justices in the companies in Serbia by applying the proposed mechanisms and measures and thus positively influence attitudes, behaviour and performances of employees.

中文翻译：

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组织公正对公司绩效的影响

专业和敬业的员工一直是每家公司人力资源组合中可取的资源，因为他们的专业知识和敬业度会严重影响企业的整体绩效。然而，准备好发挥公司职能所具有的潜力受各种因素的影响，从工作设计到薪酬体系，再到晋升的可能性。对组织公平的看法也是最重要的因素之一，这在国内文献中还没有得到足够的解决。该类别指的是员工相信公司做出的决定是公平的，所采用的程序是公平的，做出决定的员工的待遇是公平的程度。大量的实证研究表明，当公司意识到较高的组织公正性时，它将对组织公民行为，工作满意度，承诺等表现产生积极影响。由于所有这些形式的员工行为和态度都是与个人（因此与整体）组织绩效呈正相关，组织公正可被视为可影响公司整体绩效的因素之一。考虑到上述情况，本文的主题是研究组织公正是否对塞尔维亚的公司绩效具有统计学上的显着影响，以及某种形式的组织公正（分配，程序和互动）对他们的影响程度。本文的目的是根据对管理人员的研究结果提出机制和措施，对管理人员的实施可以促进评估不充分的那些部门的组织公正性。本文的初始假设是，组织公正对公司绩效具有统计学上的显着影响。为了验证该假设的有效性，将使用相关和回归分析的方法。该分析将基于从主要在塞尔维亚东南部的公司中进行的初步研究获得的数据。该论文的理论含义反映在填补国内文献中有关组织公正及其可能含义的空白中，