Library employees hold perceptions about the fairness of the outcomes, processes, and interpersonal treatment in their workplaces. When employees feel the workplace is fair they are more likely to feel commitment to the organization, perform in-role and extra-role tasks, and experience job satisfaction. When employees perceive injustice in the workplace, research points to negative outcomes such as withholding work or even sabotage. To understand the antecedents of organizational justice, researchers carried out a national survey of librarians to compare the predictive power of perceived organizational support, job autonomy, job feedback, and job stress. Results indicate that increasing librarians' perceptions of organizational support and their autonomy, and providing meaningful and timely job feedback can increase overall perceptions of justice. Managers can enhance a climate of justice in their workplaces by developing strategies that target organization support, autonomy, and feedback to reduce a sense of injustice between and among employees.

图书馆员工对其工作场所的结果、过程和人际交往的公平性持有看法。当员工觉得工作场所公平时，他们更有可能对组织产生承诺，执行角色内和角色外的任务，并体验工作满意度。当员工认为工作场所不公正时，研究指出消极结果，例如拒绝工作甚至破坏。为了了解组织正义的前因，研究人员对图书馆员进行了一项全国调查，以比较感知组织支持、工作自主性、工作反馈和工作压力的预测能力。结果表明，越来越多的图书馆员对组织支持和自主性的看法，提供有意义和及时的工作反馈可以提高对正义的整体看法。管理人员可以通过制定针对组织支持、自治和反馈的策略来增强其工作场所的公正氛围，以减少员工之间的不公正感。