Abstract:

The goal of any organisation is to make considerable progress regardless of the situations with which the business has to contend. Organisational goals can be achieved with the right commitment by employees to official responsibilities. Employee commitment, however depends on how employees view the relationship they share with the organization. In this paper, an attempt is made to understand how organisational fairness impacts commitment and contributions of employees towards the achievement of organisational goal within Nigeria’s corporate affairs commission, an organisation that handles business registration in Nigeria. Using simple linear regression, each dimension of organisational justice; distributive, procedural and interactional was linearly regressed on individual types of employees’ commitment; affective, normative and continuance. Using age, sex and years of experience as control variables, it was found that organisational justice in its distributive form significantly impacts the level of commitment an employee will show as a result of being emotionally attached to an organization. In the same way, it was observed that employees of CAC exhibit normative commitment, since they perceive fairness of processes within the organization. On the other hand, a smooth relationship between CAC employees and associates (interactional justice) does not necessarily translate to continuance commitment  

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