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Although employees care a lot about what outcomes are distributed (distributive justice), they also care about how they are distributed. While distributive justice looks at what outcomes are allocated, procedural justice examines how. For one, employees perceive that procedures are fairer when they are given a say in the decision-making process. Employees also perceive that procedures are fairer when decision makers are consistent, avoid bias, use accurate information, consider the people that their decisions affect, and remain open to appeals or correction. ''

If outcomes are favorable and individuals get what they want, they care less about the process, so procedural justice doesn’t matter as much when distributions are perceived to be fair. It’s when outcomes are unfavorable that people pay close attention to the process. If the process is judged to be fair, then employees are more accepting of unfavorable outcomes. If employees are given a voice in unfavorable outcomes, they will feel better about the situation.