This paper explores the role of organizational justice in the dissatisfaction with centralized staff scheduling and automation. A large-scale implementation of centralized scheduling and automation across three hospitals (one small and two medium-sized facilities) was investigated. While centralized scheduling effort was successful concerning higher quality nurse schedules better mapped to demand expectations, the project suffered from low staff support and staff satisfaction. Scheduling decisions were more objective, but nurse satisfaction did not significantly improve and became an inhibiting factor. Following descriptive phenomenology, this paper utilizes actual feedback from the nurses and other staff to investigate the underlying causes of staff hesitancy and resistance. The analysis of participants’ feedback revealed five areas or themes indicating dissatisfaction with organizational justice for scheduling. Two of those themes, supervisor relationship and process, indicated a perception of procedural justice or employee dissatisfaction with the procedures and methods used for the development of schedules. The remaining themes, union contract compliance, seniority, and fairness, demonstrated distributive justice or dissatisfaction with the fairness of outcomes.