The aim of this PhD dissertation is to study the role of overall perception of organizational justice within the psychological contract framework. We started revising the extensive literature into fairness highlighting the history of the concept, its more recent evolution, its current conceptualization, and key empirical findings. From this background, we have formulated two research questions: (1) the role of overall justice within the employment relationships (i.e., psychological contract and work outcomes) and (2) predictors and/or antecedents of employees’ overall fairness within the psychological contract framework. With the intention of answering both questions we have proposed four studies** spanning multilevel perspective (i.e., employee and employer) and also longitudinal approach. Sample and surveys used along these studies are part of an international research project namely PSYCONES (PSYchological CONtracts across Employment Situations) supported by a grant from the EU, 5th frameworks programme (HPSE-CT-2002-00121). Finally, theoretical and practical implications of these findings are discussed.