Organizational injustice and psychological strain.

Characterizing perceived injustice as a form of stress, we examined the main and interactive relationships among interactional, procedural, and distributive injus-tice and psychological strain while controlling for job insecurity. Using moderated multiple regression analysis with a sample of 1,083 government employees, we show that interactional, procedural, and distributive injustice are all unique predictors of psychological strain that account for significant unique variance beyond that explained by job insecurity. Those individuals who per-ceive more interactional, procedural, or distributive injus-tice at work reported a higher degree of strain. However, there were no significant interactive effects, suggesting that these three categories of perceived injustice do not