This is research is about fairness of performance appraisal effect organizational commitment among employees at MBKS. The researcher had selected the Theory of Organizational Justice which is distributive, procedural and interactional as the employee’s perceptions on the fairness and also employee satisfaction that influence organizational commitment among employees at MBKS. The purposes of this study to determine the level of organizational commitment towards the fairness of performance appraisal, to determine the influence of types of organizational justice in performance appraisal towards the organizational commitment, to evaluate the mediating effect of job satisfaction in performance evaluation between organizational justice and organizational commitment and to identify the most significant factor of organizational justice. A set of questionnaire was distributed to 207 individual respondents who work in Maljlis Bandaraya Kuching Selatan (MBKS), Sarawak. This study utilized Likert-scale questions to answer both independent and dependent variables. The data collected were tested of its goodness of data via series of tests and being analysed using IBM SPSS Statistical version 12.0. Analyses carried out revealed that, workers at MBKS are moderate level of organizational commitment. Distributive, procedural and interactional justice is highly significant towards organizational commitment. The most significant factor is interactional justice, where the employees agree that treatment from supervisor is affected to organizational commitment. Last but not least, mediating effect are significant to procedural and interactional but distributive are rejected the mediating effect.
