The aim of this study was to investigate the relationship between performance appraisal errors and perceived organizational justice. The study took place at North East Railways in Iran. A random sample of 200 employees was selected and 200 questionnaires were distributed, of which 163 were yielded completed. This research was conducted using two separate instruments. The reliability of these questionnaires has been found to be satisfactory (0.896 and 0.718). Structural Equation Modeling (SEM) was conducted to test the hypothesis and to examine the relationships between the performance appraisal errors and organizational justice. The result showed performance appraisal errors have a strong in?uence on perceived organizational justice with a signi?cant path coefficient at -0.68.
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