This study was an attempt to investigate the impact ofprocedural justice on organizational commitment, promotiondecision, and intent to leave the organization. The study wasundertaken in two multinational banks and two local banks situated in Karachi, Pakistan. It was an empirical descriptive study with a sample size of 80 middle managers. To quantify promotion decision one item was used to evaluate whether the respondents got advancement or not. The Organizational Commitment Questionnaire (OCQ) was employed to assess organizational commitment. Turnover intention questionnaires (TIQ) were used to measure turnover intentions. Procedural equity was measured with Procedural JusticePerception Scale. The findings indicate procedural justice as astatistically significant predictor of organizational commitment [(R²=.240, F (1, 78, 79) = 24.604, p <.001)]; procedural justice as insignificant predictor of promotion decision [(R² =.025, F (11.103, 5.624) = .164, p >.05)]; and procedural justice as insignificant predictor of intent to leave organization [(R² =.011, F (.053, .059) = .349, p >.05)]
