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Andrew Osundwa Makokha

Jomo Kenyatta University of Agriculture and Technology

P. O. Box 62000 – 00200

Nairobi, Kenya


Dr. Jane Muceke Ng`ethe

Jomo Kenyatta University of Agriculture and Technology

P. O. Box 62000 – 00200

Nairobi, Kenya

CITATION: Makokha, O. A. & Ng`ethe, M. J (2015).The Influence of Organizational Justice on Employee Commitment; A Case Study of The Directorate of Public Prosecutions In Nairobi County. International Journal of Human Resource and Procurement 4 (7), 35-49.


The main purpose of the study was to establish the influence of organizational justice on employee commitment in the Directorate of Public Prosecutions in Nairobi County. Employee commitment is crucial in organizations and one of its predictors is organizational justice. Organizational justice has the potential to create powerful benefits for organizations and employees alike. Organizational commitment is an individual`s identification with and involvement in the organization, characterized by a strong belief and acceptance of the organizational goals and values and willingness to exert considerable effort on behalf of the organization. The specific objectives of the study were to establish the influence of procedural, distributive, informational and interpersonal justice on employee commitment. The study was conducted using descriptive design. The total population of the Directorate in Nairobi County is 300 employees. Through stratified random sampling, a total of 100 employees was sampled. Data was collected using questionnaires and was analyzed using Statistical Package for Social Sciences V.21 (SPSS). Inferential statistics such as correlation and regression was used. Correlation was used to show the relationship between the dependent and independent variables whereas regression analysis was used to measure the effect of the independent variable on dependent variable. The study established that distributive, procedural, informational and interpersonal justice is significant and positively related to employee commitment. It concluded that staff felt that compensation was not fair and commensurate to their job, information sharing not trusted and weak structures put in place, however, resources were equitably allocated. The study recommended fair compensation in ODPP and structures to be reviewed to enhance employee commitment and also improvement of ways in which information is administered to built a sense of belonging among the staff.

Key words: Organizational Justice on Employee Commitment.

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