Editing Distributive justice (section)

===Outcomes===
Distributive justice affects performance when efficiency and productivity are involved.<ref name="ccands">Cohen-Charash, Y., and P. E. Spector. 2001. "The role of justice in organizations: A meta-analysis." ''[[Organizational Behavior and Human Decision Processes]]'' 86:278–321.</ref> Improving perceptions of justice increases performance.<ref name="karriker">Karriker, J.H., and M.L. Williams. 2009. "Organizational Justice and Organizational Citizenship Behavior: A Mediated Multifoci Model." ''[[Journal of Management]]'' 35:112.</ref> [[Organizational citizenship behavior]]s (OCBs) are employee actions in support of the organization that are outside the scope of their job description. Such behaviors depend on the degree to which an organization is perceived to be distributively just.<ref name="ccands" /><ref name="karriker" /> As organizational actions and decisions are perceived as more just, employees are more likely to engage in OCBs. Perceptions of distributive justice are also strongly related to the withdrawal of employees from the organization.<ref name="ccands" />