Perception of organisational justice remains a major predictor of several behavioural  actions of employees. When employees perceive that there is justice, it inspires them towards positive Behaviour, and when it is otherwise, it also inspires them towards counter productive work Behaviour; criteris peribus . Therefore, leaders need to strive for the improvement of organisational justice perception by ensuring the organisational processes are transparent and devoid of bias, favoritism and .....(ima-mmadu)...meaning gaining favour because of who you know. So these negative tendencies are eliminated from the processes of the organisation, the tendency is high that employees will perceive the system as just.

The simplest intervention is simply to ask the faculty and staff what they perceive to be unjust. The power holders then should address these issues by making the necessary changes and making any reparations or apologies that are needed.

Hello-

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includes a best practice checklist-

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Thanks dear collegues

by the way; there is criticism of organizational justice scale, like Beugre scale, moorman scale, ...,

the fist criticism is subjectivity of personal when answering 

Consider, also, additional factors that may affect perceptions of justice.  An action by an unpopular manager, say, may be perceived as unjust when the same action by a well-liked boss may be perceived as just.  How might levels of engagement affect perceptions of justice?  Or recent events?  I remember how perceptions of justice changed for some time in one organization following disclosure that the pension plan was in deep trouble and people's pensions were therefore vulnerable.

a second aspect is looking at values, and the degree to which espoused values are actually enacted.  The less congruence there is, the more likely it seems that perceptions of injustice would be higher.  Could this be a partial measure?

Majority will perceived that it is fair when they benefited from the outcome. Hence, in order to improve organizational justice perception, majority of the individuals should benefited from the outcome which is rewards (promotions and increase in salary). That would be for improving distributive justice that indirectly increases their job satisfaction. All this will depend on the budget of an organization.

Secondly, interactional justice (interpersonal and informational based on Greenberg's definition) mainly based on the organization's culture and climate as we are talking about human interactions which sometimes depend on attitudes. Individual differences which is so subjective when we are trying to evaluate something with minimum exposure on the organization's norms. The improvement for this type of justice really depends on the culture of an organizations. If each individuals understand the work culture, it will increase their interactional justice and increases their job satisfaction as they feel comfortable with the work culture.

Thirdly, procedural justice is essential when one deals with bureaucracy. Teachers or academics are intelligent that prefer things straight to the point and "no hassle" attitude. In order for them to perceived that the procedures are fair, it should be justifiable for the procedures to be carried out. Well informed, transparent and makes sense procedures are highly appreciated as majority do not like red-tapes.

Organizational justice perception depends on the eyes of the beholder. Therefore you can find insignificant result between organizational justice and job satisfaction according to their demographics, especially teachers whom they have their own thinking and wisdom on how they see the subject or object as fair or not.

Lastly, I personally felt that there is no right or wrong about organizational (in)justice as it is subjective in nature. Hence, scales used may apply for ones' context and hardly being generalize. In terms of method, questionnaire and interviews will be a great combination as the concept of justice is so abstract. To perceive as fair or to perceive as unfair...

This is just my personal opinions based on my limited knowledge. Please forgive me for any mistakes and kindly correct me. Hope this helps. Thank you for your time.

thanks every one

the key lies in transparent procedures. If the justice procedures are transparent then the perception is also positive towards the same. Further timely redressal of the problems also establishes good image about  the justice procedures.

It comes from a genuine effort and hard work and transparent communication, especially in trying to modify an existing adverse perception.