Justice is deemed to be one of the most fundamental norms of human interactions. Looking closer at this social principle on a corporate level will introduce you to the concept of organizational justice. This master thesis deals with the different approaches and scientific focuses within the organizational justice research field and in the second step examines its relevance for companies. Based on the findings of justice researcher Jerald Greenberg, the development of the concept is mostly described in four waves, each one representing the different focuses of the research. With its roots reaching back to the theory of relative deprivation, the main emphasis at the beginning of the research was put on the fair distribution of rewards. Within the second wave, the focal point shifted to the design of just procedures during the decision making processes. The third wave of organizational justice relates to interactional justice. As time went on, more integrative approaches were developed which combined already existing models. Besides the different theoretical methods, disagreements arose about the separation of the several fairness dimensions. The distinct opinions between justice researches lead to controversies about the concept of organizational justice being best described with a one-, two-, three-, or four-factor model. However, the idea of organizational justice was not only included in theories but also scrutinized in many empirical studies. Continued research was able to prove the correlations as well as influences between the different types of justice and important aspects of entrepreneurial daily challenges, like for instance the performance, trust, and fluctuation rates of employees. These scientific papers were also able to point out the general relevance of this topic for businesses.