This study examined the effect of organisational justice on employee affective commitment in Nigeria Police in South-South Nigeria. A survey design was adopted in the study. The population of the study was 4520 from which a Sample size of 367 was determined using Taro Yamane’s formula. Structured Questionnaire was used to collect data from the respondents. Multiple regression was used to test the hypotheses at 0.05 level of significance. Findings revealed that there was a significant effect of Distributive justice- (P- value 0.006 < 0.05) level of significance, Also, the findings showed that there was no statistically significant effect of Procedural justice ((P-value 0.728 > 0.05) level of significance on employee affective commitment. There was significant effect of Interactional justice (P-value 0.000 < 0.05) level of significance on Employee Affective commitment in Nigeria Police. Moreover, the findings showed statistically significant effect of Organisational culture ((P-value 0.014 > 0.05) level of significance on employee affective commitment. In view of these, it was recommended that the policy makers in Nigeria Police should facilitate rapid implementation of Equality, Equity and Need on Policemen outcomes (Distributive Justice) for more affective commitment in the organisation. Based on the findings of the study, it was concluded that, three organisational variables are statistically significant, except procedural justice.
Keywords: Affective Commitment, Interactional Justice, Organisational Justice, Procedural Justice, distributive justice
