This study aims at showing some empirical evidence concerning the dimensions of the organizational justice construct. A sample comprising 366 individuals was collected. They were invited to report their justice perceptions and their affective organizational commitment. The confirmatory factor analyses suggest that the four-factor model of justice (distributive, procedural, interpersonal, informational) fits the data better than the three-factor model (in which interpersonal and informational factors were aggregated in an interactional factor), and than the two-factor model (procedural and both interactional factors were aggregated in the same factor). This model also allows better predictive value for affective commitment. The findings suggest that the instrument for measuring organizational justice perceptions has good psychometric properties, and that the four-factor model needs more careful attention in future researches.
