Organizations strive for environments where employees effectively interact. Innovative approaches are, therefore, necessary for organizational sustainable growth, development and survival. Fundamental to human social interaction is fairness and justice. Fairness and justice has to be addressed in such organizational decisions as promotion, task assignment, reward distribution and other social exchanges (Coetzee, 2004). Employees' perception of organizational justice affects their behavior performance and organizational success. This paper reports a field study based on the survey method targeting higher education institutional employees. The research objective is to highlight the relationship between overall injustice and unfairness perception in the organizational climate and negatively-oriented employees’ behaviors (e.g., workplace deviance and turnover intention). The perception of overall organizational injustice was positively correlated to workplace deviance and turnover intention. However, the correlation between overall organizational injustice and turnover intention among educators was higher than that of the staff supporters. In addition, the correlation between overall organizational injustice and workplace deviance for staff supporters was higher than that of the educators. Implications are discussed.