Randomly selected employees from a Veterans Administration Medical Center (n=200) were asked to complete measures on distributive justice and procedural justice 4 weeks before their performance appraisal; and on job satisfaction, commitment, involvement, and self-reported performance feedback 4 weeks after their performance appraisals. (Distributive justice in an organization deals with the ends achieved [what the decisions are] or the content of fairness, whereas procedural justice is related to the means used to achieve those ends [how decisions are made] or the process of fairness.) The first time, 110 employees completed the survey; the second time, 90 of the 110 employees completed the survey. Results showed that distributive justice was related to satisfaction with pay, promotion, performance appraisal, and commitment, whereas procedural justice was related to satisfaction with supervision, performance appraisal, commitment, and job involvement. Results suggest that managers should apply rules fairly and consistently to all employees and reward employees based on performance and merit without personal bias; then employees will have a positive perception of procedural and distributive justice that may lead to a higher level of satisfaction, commitment, and involvement. (Contains 14 references.) (Author/KC)