Organisational Justice and Employee Commitment in Colleges of Education in Oyo State

This study examines the relationship between perceptions of organisational justice and employee commitment in colleges of education in Oyo State, South West Nigeria. Organisational justice, encompassing distributive, procedural, and interactional dimensions, reflects the extent to which employees perceive institutional processes and outcomes as fair, and has been identified in the management literature as a powerful predictor of workplace commitment and behaviour. In colleges of education, where staff commitment directly affects the quality of teacher preparation, understanding the justice-commitment nexus has important practical implications. The study employs a quantitative survey design and samples 220 academic and non-academic staff from three colleges of education in Oyo State. Validated instruments measuring organisational justice and the Three-Component Model of commitment are administered, and data are analysed using multiple regression and structural equation modelling. The study draws on Greenberg's Organisational Justice Theory. Findings reveal that procedural and interactional justice dimensions are the strongest predictors of affective commitment, while distributive justice is most closely linked to continuance commitment. Colleges perceived as procedurally just, particularly in staff promotions, resource allocation, and disciplinary procedures, demonstrate lower staff turnover intentions and stronger institutional loyalty. Recommendations include the review of promotion and appraisal procedures in Oyo State colleges of education to ensure consistency, transparency, and respectful treatment of all staff. Keywords: organisational justice, employee commitment, colleges of education, human resources, Oyo State.