The beliefs employees hold regarding procedural justice—stipulatively defined as the level of fair treatment by the superiors in the organization toward the employees—shape the nature of their relationships with authority. Fair treatment in the workplace is incumbent upon three established criteria: gender, trust amongst authority, and the psychological contract fulfillment—the employee's idea of receiving the benefits promised by the workplace. It is often misconstrued that people resemble justice in the same way, so these criteria help to distinguish the effect of power distance on an individual's perception and culture. Employee perception of procedural justice is affected by power distance and gender. In low power distance cultures employees are more likely to have a strong personal connection and a better understanding of the authority they are dealing with. Negative behavior in a low power distance culture increases when organizations treat them poorly because they lack the characteristics of submitting humbly before authority. Therefore, the relationship between employees and superiors are outlined by procedural justice and trust in authority in low power distance cultures. In contrast, employees in high power distance cultures are less likely to be themselves around authority; They are also less sensitive to insulting remarks, and more likely to accept an erroneous action from authority without consideration of fair treatment (procedural justice). For both low and high power distance cultures, they perceived fair treatment to be a fulfillment of the psychological contract made by the organization.