This study was carried out to investigate the relationship between perception and identification of organizational justice and organizational commitment of a sample group of employees in the business of milk and dairy products in Konya Province. A survey was applied to 102 employees in this context. In the survey, 38 questions have directed to employees with aimed to determine the participants’ perceptions of organizational justice, levels of organizational commitment and demographic characteristics. Research data were collected by using of Niehoff and Moorman’s Organizational Justice Scale and Meyer and Allen’s Organizational Commitment Scale. The data obtained from survey were analyzed using with frequency analysis, factor analysis and correlation analysis methods. According to the results of the study, the sample group consists of the male participants, the income middle, and the high level of education and in terms of industry experience revealed that consists of people with moderate experience. The reliability of the used scales was found to be higher regarding to Cronbach’s Alpha test. Results of factor analysis showed that employees’ perceptions for organizational commitment more clearly separated than their perceptions for organizational justice. We discussed the relationship among the organizational justice and commitment dimensions, and it was determined that the positive relations between affective commitment and distributive justice (r=0.41**), procedural justice (r=0.61**), interactional justice (r=0.49**) respectively. The normative commitment was found to be positive relationship between distributive and procedural justice. As a result, the levels of affective commitment of employees were found to be more associated with their justice perceptions.
Keywords: Affective Commitment, Distributional Justice, Interactional Justice, Procedural Justice
