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The relationship between procedural justice, job satisfaction, and organizational commitment was investigated using satisfaction as a mediator in this study. This is a study of 368 samples/respondents, all of whom are permanent employees of the University of Gondar. Data was collected via a questionnaire, and tables with mean and SEM (structural equation modeling) were used to analyze the results. According to the findings of this study, procedural justice has a considerable beneficial effect on job satisfaction, which in turn has a big positive effect on organizational commitment. Job satisfaction fully mediates the association between procedural justice and organizational commitment, implying that procedural justice has a strong indirect effect on organizational commitment via the mediator variable, job satisfaction. Thus a manager must inspire and please employees who are ultimately tied to organizational justice if he/she wants to achieve stated organizational goals. When organizations develop policies and update their implementation procedures in order to satisfy their workers, they are not benefiting the workers; they are working for the benefit of themselves. The more effort we put to satisfy employees of an organization, the more they will be able to give back to their respective institutions
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