IMPACT OF ORGANIZATIONAL JUSTICE ON EMPLOYEE COMMITMENT: A STUDY OF THE CIVIL SERVICE COMMISSION IN SOUTH-SOUTH NIGERIA

Abstract

This study assessed organizational justice practices and employees’ commitment of Civil Service Commission in 
South-South, Nigeria. The specific objectives include; to establish the effect of distributive justice on employees’ 
turnover intention, evaluate the effect of procedural justice on employees’ job satisfaction, and explore the 
relationship between organizational justice and employees’ performance of Civil Service Commission in SouthSouth, Nigeria. Survey research design was adopted and primary data was mainly used to obtain data based on 
the opinion of the respondents and backed up by reviews of information from secondary sources for validation. 
The target population of the study was one thousand, six hundred and fifty three (1,653) obtained from the six (6) 
selected Civil Service Commission in South-South States in Nigeria. The sample size of four hundred and forty 
one (441) respondents was derived from Bill Godden (2004) formula at 5% error tolerance and 95% level of 
confidence. A total of four hundred and forty one (441) copies of the questionnaire were distributed to the selected 
Civil Service Commission in South-South, Nigeria. Out of this number, one hundred and four (104) copies of 
questionnaire were not retrieved or wrongly filled with percentage ratio of 23.6% while three hundred and thirty 
seven (337) copies of questionnaire were correctly filled and returned with percentage ratio of 76.4% and this 
formed the basis of the study. To test the hypotheses of this study, the study adopted simple regression model and 
Pearson Correlation Coefficient statistical tools of SPSS Version 23.0. From the result of the analyses, it was 
showed that distributive justice has a positive significant effect on employees’ turnover intention of Civil Service 
Commission in South-South, Nigeria, procedural justice has a positive significant effect on employees’ job 
satisfaction of Civil Service Commission in South-South, Nigeria and there is a positive significant relationship 
between organizational justice and employees’ performance of Civil Service Commission in South-South, 
Nigeria. From the hypotheses testing, the study concluded that organizational justice practices had a positive and 
significant effect on employees’ commitment of Civil Service Commission in South-South, Nigeria and 
recommended among others that management should use distributive justice to improve task and contextual 
performance.