“…Some researchers (e.g., Colquitt, 2001;Colquitt, Noe, & Jackson, 2002) argue that the two components of interactional justice have effects on individuals independent of one another, which justify the conceptual, and consequently, measure distinctions. The four-dimensional approach was applied by some authors (e.g., Colquitt, 2001;Rego, 2003), which considered that the four-dimensional model (distributive, procedural, interpersonal and informational) appears to be more appropriate than the threedimensional model. All three components of organizational justice perceptions will be heavily influenced by how fair employees consider their organization actions (Frazier, Johnson, Gavin, Gooty, & Snow, 2010).…”