Companys success in conducting organizational change may fail due to the cynical attitude of
employees towards the change efforts implemented. This employees attitude towards organizational
change is more likely directing to become pessimistic and apathetic, which may influence the success
of change process. The purpose of this study is to find the impact of organizational justice as a
predictor of cynicism about organizational change. Data collected using a Cynicism About
Organizational Change (CAOC) and Organizational Justice Scale (OJS) questionnaires. There were
281 respondents who were permanent employees - with at least 2-years tenure - working in
companies that had undergone changes. This study shows that organization fairness had a significant
negative effect on CAOC (r = - 0.238, P < 0.01). Multiple regression analysis on the organizational
justice dimensions showed that only interpersonal fairness dimension had significant negative effect
on cynicism towards organization change in an independent way (P = -0.293, p < 0.005). This study
shows that organizational justice has negative and significant effect on cynicism about organizational
change, moreover on dimensionality level, interpersonal justice has effect on cynicism about
organizational justice in an independent way .