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In the paper the basic forms of organizational justice are analyzed and it highlights the importance of implementation of the concept of organizational justice in the conditions when the company implemented a radical change such as size reduction (downsizing). The starting assumption of the paper is that the attitudes of the remaining employees regarding the level of organizational justice demonstrated by the mangement depend on the assessment of the reasons for downsizing, procedures that have been implemented and the treatment of the personnel that have become redundant. The importance of their attitude stems from the fact that they can significantly affect their behavior and performances in the post transformational period, and consequently significantly affect the efficiency of the whole process. In order to check the above mentioned assumption, the survey was conducted in one unit of the local government in the Republic of Serbia that reduced the number of the employees. The research methodology, in addition to the case study, includes desk research of the relevant literature of downsizing and organizational justice, in-depth interview as an assisting tool for collecting the primary data as well as secondary data analysis.

ORGANIZATIONAL JUSTICE – TOOL FOR MANAGING THE REMAINING EMPLOYEES IN THE PROCESS OF DOWNSIZING