Organizational justice has been researched as an antecedent of the organizational commitment and is important because it has been linked to critical organizational processes such as commitment, citizenship, job satisfaction and performance. In the technology organization context, commitment of employees has a strategic value. A sample consisting of 225 IT employees were surveyed for the present study. The judgmental sampling technique was adopted. Perceptions of organizational justice and commitment were measured adopting standardized, reliable and valid scales. The major findings were that IT employees were treated with only moderate fairness/justice by the organizations, however, their commitment to their organization was fairly high. It was found that organizational justice significantly influenced organizational commitment of IT employees. The results of this study provide considerable insight into the IT employees’ perceptions of fairness that promote commitment. The implications of the study focus on strategies for increasing organizational justice and are discussed in detail.

Fair treatment is something that employees who invest their time and energies in an organization ‘expect’. These expectations bring with them an increased concern for employers to focus on perceived fairness by their employees. The consequences are toxic when employers and their organizations fail to recognize, or violate, fairness and justice at the workplace. It makes good sense that organizational justice be reflected in manager’s behaviors—behaviors that exemplify and elevate the levels of perceived fairness of employees.

Organizational Behavior Journal, Information Technology, Employees in Relation, Perceived Organizational Justice, Organizational Justice, Distributive Justice, Procedural Justice, Organizational Commitment, Approaches to Organizational Commitment, Multidimensional Model of Organizational Commitment.