| Summary: | The purpose of this paper is to determine the influence of procedural justice on
organizational commitment and whether gender differences play a role in
moderating the above-mentioned relationship among Malaysian employees. Based
on the social exchange framework (Blau, 1964), the norm of reciprocity (Gouldner,
1960), and the “ group-value” model (Lind & Tyler, 1988), a study was conducted
among hotel workers in Malaysia. Analyses of 161 responses reveal that procedural
justice does have a significant effect on organizational commitment. While gender
does not moderate the effect of procedural justice on employees’ commitment, the
findings may suggest a trend toward similarity in beliefs, values, and attitudes
towards work among males and females in the Malaysian workforce. Implications
for managerial practice and future research are discussed
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