The core purpose of this study is to explore the relationship between organizational justice and employee commitment. The result of this study is beneficial in order to find out employees perceptions regarding organizational justice practices in the workplace which may consequently contribute to employees’ commitment in providing services with their respective organization. This research was guided by two objectives which the first was to explore result as to which of three types of organizational justice is perceived as most important among employees. Secondly, the research also aimed to explore correlations between three types of organizational justice and employee commitment. Based on statistical analysis, distributive justice were perceived as most important among employees since it has the highest mean and standard deviation values of 3.75 and .667 respectively. However, interactional justice was found to be the most significantly related to employee commitment. This is due to the fact that interactional justice has the highest correlation (r) value which is 0.716. Indeed, interactional justice may also be perceived as the most important type of justice in the workplace and consequently, it may contribute to employees commitment towards their organization.