This study analyzed the impact of organizational justice as encompassed by three components, namely distributive justice, procedural justice and interactional Justice on employee’s job satisfaction, organizational commitment, and turnover intention. This study included the design and distribution of a self-administered questionnaire to 183 Yemeni employees working for TOTAL E&P Yemen (TEPY), which is considered the biggest investor in oil and gas industry in Yemen. The research findings indicated that by increasing employees’ perception of organizational justice, the employees’ satisfaction and organizational commitment will increase and intention to leave their organization will decline. The research findings also indicated the perception of procedural justice was most influential than distributive and interactional justice in predicting organizational commitment, and turnover intention, while perceptions of distributive justice was most influential in predicting employees’ job satisfaction. These findings have important implications for TOTAL managers in formulating appropriate strategies, policies and procedures that promote distributive, procedural and interactional justice which profit both; the individual, who will be satisfied that they have been fairly treated, and the organization which will maintain control over potential challenges and threats from its staff.
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