In order to investigate the relationship between organizational justice and job satisfaction with organizational commitment of employees in employees of sport national governing bodies, 150 employees working in the department were selected as the study sample using census method (N=n). To collect data, Organizational Justice Questionnaire (Niehoff and Moorman, 1993), Job Satisfaction Questionnaire (Brown and Peterson, 1993) and Organizational Commitment Questionnaire (Allen and Meyer, 1991) were used and to analyze data, descriptive and inferential statistics (multiple correlation coefficients and multiple regression analysis) were applied. The components of organizational justice [distributive justice (0.515), procedural justice (0.567) and interactional justice (0.587)] had a significant effect on organizational commitment and there was a significant and direct relationship between organizational justice and its dimensions with organizational commitment. In addition, the components of job satisfaction [supervisor (0.774), work (0.896), salary (0.753), promotions (0.826), general satisfaction (0.848)] had a significant effect on organizational commitment. Also, a significant and direct relationship was observed between job satisfaction and its dimensions with organizational commitment. In general, it can be said that lack of organizational justice in any organization results in no commitment to the organization and job dissatisfaction in people. In order to prevent problems within the organization, managers should ensure organizational justice before making any decision.
