Justice is one of the concepts that the individual needs with his socialization, and socialization requires the establishment and protection of order. The concept of justice, which is influenced by social factors such as religion, sociology, psychology, anthropology and culture, has begun to gain an important place in the science of organizational behavior due to the increasingly important human resources practices. Understanding and explaining the attitudes and behaviors of employees in business life, where human resources are increasingly accepted, becomes an important element for organizations. Process and scope theories, which organizational behavior considers as motivating concepts, focus on influencing, directing and determining employee behaviors in business life. For this reason, organizational behavior evaluates employees in terms of concepts such as motivation, job satisfaction, belonging and performance. The concept of organizational justice also includes factors that affect the attitudes and behaviors of employees within the organization. Within the framework of organizational justice, employee perceptions on the fairness of the organization are evaluated in terms of organizational behavior and their effects on employee behavior are examined. Organizations are turning to organizational behavior practices where they better understand the individual due to concepts such as employee retention, productivity, performance and cost. The process, which started with the human relations approach, continues today in a more comprehensive way and thanks to the increasing communication tools, employees who keep themselves in a constant cycle of comparison and comparison, transform all kinds of data from working life to social life into a perception and reflect it to their current life. This situation directs organizations and management to open, participatory and fair human resources practices that understand their employees and give importance to their ideas.