ABSTRACT. The effects of distributive (outcome) and procedural factors on the satisfaction and organizational commitment of university administrative and support (i.e., non-faculty) personnel (N ffi 138) were ex~mlned two months after a restructuring of job classifications. Aspects of outcome were stronger predictore of satisfaction and commitment than were aspects of procedure. Neither fairness nor level of outcome consistentIy interacted with procedural justice. The relative importance of distributive and procedural factors may vary across time and/or may be due to employees using an inductive process in assessing organizational outcomes. Suggestions include the need to investigate distn'butive and procedural factors separately and the necessity of employing longitudinal designs. Implications for practitioners and researchers are discussed.

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