Organizational Justice and Commitment to Work in the Nigerian Public Sector

The thrust of this study is to check the effect of perceived organizational injustice on public servants’ commitment to work within the framework of equity and social exchange theories. The survey research design was utilized, through the administration of the questionnaire during a day sensitization programme organized for firefighters in Lagos State on the topic: “Combating fire disaster” held on Monday 26th June 2017, for the collection of factual data that are measurable and quantifiable. The data generated were analyzed using both descriptive and inferential statistics. Four hypotheses were generated for this study. The stated hypotheses were tested using Chi-Square and Pearson Product Moment Correlation Coefficient at 0.05 level of significance. We discovered that perceived injustice affects how employees of the public service commit themselves to deliver on assigned duties and responsibilities. In a nutshell, the perception of injustice is one of the most influential factors that affect commitment both in public and private workplaces. This study recommends, among others, that managers should ensure that employees perceive fairness in policy formulation processes as well as during the implementation of the same, as they continue to discharge their duties in the organization. Also, they should introduce reward determination processes and practices, performance evaluation as well as employee-manager relationship.