Extending the efforts of previous reserachers, this study aimed at developing a causal model assimilating the emotional mechanism of perceived injustice and job oucome relationship through episodic envy. The research examined the main and indirect effects of perceived injustice types on job related behavioral job outcomes (organizational and interpersonal deviance, job performance, OCB) and employee's turnover intentions. The findings significantly supported the assertion that episodic envy mediated this relationship. In addition, this study also investigated the coping capacity of psychological capital in this relationship. The findings revealed that psychological capital tends to moderate the negative effects of perceived injustice on employee's job outcomes in such that individuals with high psychological capital are less likely to influence their job outcomes detrimentally. The findings also suggest that psychological capital buffers the negative effect of episodic envy on employee's job performance. The findings are also discussed in terms of its practical and theoratical implications at the end.