The Relationship between Organizational Justice and Organizational Commitment among the Administrative Staff of Kabul University

This study examined the relationship between organizational justice and organizational commitment among the administrative staff of Kabul University. The study is important because workplace perceptions of justice can be associated with increased employee commitment and improved administrative performance. In terms of purpose, the study was applied; in terms of approach, it was quantitative; and in terms of method, it was descriptive-correlational and conducted cross-sectionally. The statistical population consisted of 381 administrative employees of Kabul University, from whom 191 participants were selected using simple random sampling. Data were collected using the Organizational Justice Questionnaire developed by Niehoff and Moorman (1993) and the Organizational Commitment Questionnaire developed by Allen and Meyer (1990), and were analyzed using Pearson's correlation coefficient. The findings showed a positive and significant relationship between organizational justice and organizational commitment (r = 0.318, p < 0.01). Furthermore, distributive justice, procedural justice, and interactional justice also had positive and significant relationships with organizational commitment. Among the justice dimensions, distributive justice showed the strongest correlation with organizational commitment. Based on the findings, it is recommended that Kabul University management strengthen mechanisms for fairness in the distribution of resources and work-related outcomes, enhance transparency and fairness in administrative processes, and improve the quality of interactions between managers and employees. These measures can help foster greater perceptions of organizational justice and, consequently, strengthen employees' organizational commitment.