Although there are various factors which contribute to failed change, one of the key reasons for change failure is the inability of leaders to gain the trust of employees, understand the interaction between their subordinates, and convince them to support change and to commit the energy and effort necessary to implement it. The aims of this book are to establish theories in order to describe and explain how human behaviors and contexts interact dynamically in these changes, and manage change and justice by reducing inequalities, giving emphasis to distributive justice. In addition, the aim of this book is also for readers to better understand employees' perceptions of organisational justice by senior management which is particularly important during the organisational change because change cannot succeed without the acceptance and support from employees. Organizational Justice and Organizational Change: Managing by Loveprovides readers a theoretical understanding and recommendations for acting properly in an organization, forming a comprehensive tool and better enable practitioners to achieve management of change and justice in organizations. It will be of interest to researchers, academics, practitioners, and students in the fields of change management, organizational studies, leadership, and strategic management.