This study tried to explore the effect of organizational justice toward employee well-being on front-line employees at Grand Senyum Hotel Yogyakarta. This study also tried to discover which dimension has the highest impact on employee well- being. Organizational justice practices were measured through four distinct dimensions: distributive, procedural, informational, and interpersonal justice. Employee well-being was measured through psychological well-being dimensions. A questionnaire was employed to the front-line employees at Grand Senyum Hotel Yogyakarta to collect the data and 50 usable data were gathered. The data were
analyzed using IBM SPSS 23 through multiple regression and F-test to verify the proposed hypothesis and to see whether all four dimensions of organizational justice have any impact on employee well-being simultaneously or not. This study found that distributive, procedural, and interpersonal justice has a signficant effect on employee well-being. Meanwhile, Informational justice did not have any effect
on the employee's well-being. This study also found that procedural justice is the dimension that has the highest impact on employee well-being followed by distributive & interpersonal justice. Further analysis shows that all of the organizational justice dimensions had an effect on employee well-being simultaneously.