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Organizational Justice, Firm-Employee Relationship Quality, and Employees PerformanceJu-Hee HahnThis research investigated the relationship of organizational justice, firm-employee relationship quality and employees performance. This research employed LISREL 8.30 and SPSS 10 for an empirical approach. With 269 employees in firms implementing individual performance base pay systems, it was found that (1) organizational justice is composed f three factors which are distributive justice was related positively to firm-employee relationship quality, (3) firm-employee relationship quality showed positive relationship with employees work effort and organizational commitment while negative relationship with intention to leave, and additionally (4) organizational commitment was related negatively to intention to leave. Some implications of these results were discussed.