This paper combines the three subjects (actors, receivers and observers) with the three types of dynamic changes (shift, growth & decay and ebbs & flows) proposed by McClean et al. (2019) to form a framework and systematically sort out relevant studies. Based on the field of organizational justice, this paper uses the keywords such as “justice”“fairness”“change”“dynamic”“latent growth model” and “experimental sampling method” to search related papers on the widely-recognized academic website such as “Web of Science” “EBSCO” “Proquest” and so on. After collecting and summarizing the relevant literature in Chinese and English journals, this paper forms a 3×3 table to illustrate the existing organizational justice research from the dynamic perspective and obtains the following conclusion.

Firstly, the development of the dynamic research of organizational justice is unbalanced. On the one hand, compared to the dynamic research of organizational justice from the perspectives of actor and receiver, the perspective of observer has not yet started. On the other hand, there is also unbalanced research development of the three dynamic types within one certain subject perspective. The study of growth & decay mainly focuses on the overall justice, while the study of ebbs & flows focuses relatively more on the four dimensions of justice (procedure justice, distribution justice, interpersonal justice and information justice). Secondly, existing literature does not fully develop the possibility of dynamic methods in theoretical construction. At present, most dynamic researches in the field of organizational justice still regard dynamics as a tool or method to carry out studies, but fail to fully seize the opportunity of deepening its theoretical verification and construction. Thirdly, domestic organizational justice researchers have not paid full attention to dynamic research. Although both dynamic and organizational justice scholars in China have accumulated relatively rich research results, it is very regrettable that the existing research has not begun to focus on combining the dynamic perspective and organizational justice research.

Based on these research gaps, this paper puts forward the following suggestions: First, the organizational justice research from the observer perspective is an important part of the field of organizational justice, so the dynamic research of the observer perspective should be developed in the future. Second, future research can integrate different forms of dynamic changes and the process of interaction between different subjects. Third, scholars should pay attention to the different effects of within-person and between-person. Fourth, as an emerging economy, China’s economy and management are undergoing rapid changes, which has brought convenience to the study of the dynamic changes of organizational justice. Therefore, scholars can take full advantage of this situation. Based on the above discussion, this paper puts forward practical future directions on how to break the unbalanced development trend of the dynamic research of organizational justice to test and build theories, and how to develop the dynamic research of organizational justice by domestic scholars.