The present field experiment investigated the effect of Greenberg's procedural justice model on a performance appraisal system. Greenberg's justice elements were implemented in an appraisal system which previously did not contain these factors. Including these elements increased employee satisfaction with the appraisal system. The model proposed to account for this increase in satisfaction did not appropriately fit the data. Further methods for assessing possible causal paths were investigated. Several methodological considerations are proposed for future research. / Master of Science