Abstract:
The study investigated the influence of organizational justice on employee commitment in university libraries in South-West, Nigeria. The study adopted survey research design. The population of the study consisted of 684 librarians from 43 universities in the six states of South-West, Nigeria. Total enumeration was used to cover all the professional and para-professional librarians. A validated questionnaire was used for data collection. Cronbach's Alpha coefficients for the constructs ranged from 0.82 to 0.89. A return rate of 72% was achieved. Data were analyzed using descriptive andinferential (linear and multiple regression) statistics. Findings showed that the level of employee commitment in university libraries in South-West, Nigeria was fairly high (M=2.64 on a 4-point scale). Organizational justice significantly influence employee commitment in university libraries in South-West, Nigeria (13 = .231, t(488) = 63.16, R2= .280, p<0.05). However, procedural justice (13 = .287, p< 0.05) relatively contributed most to employee commitment than distributive justice ((3 = .176, p< 0.05)-. The study concluded that organizational justice influenced employee commitment in university libraries in South-West Nigeria. The study recommended university library management in the South-West region should continue to uphold organizational justice as this will go a long way to further increase employee commitment.
