Abstrak. Penelitian ini dilatar belakangi bahwa jumlah turnover karyawan pada tahun 2011-2015 mengalami siklus turnover yang cukup tinggi pada staf karyawan, peneliti berasumsi karyawan PT. SAI Apparel Industries Semarang memiliki komitmen organisasi rendah. Faktor yang dapat mempengaruhi komitmen organisasi adalah karakteristik kerja dan karakteristik organisasi yaitu terkait keadilan organisasi. Keadilan yang dimaksudkan adalah keadilan prosedural dan keadilan distributif yang disebutkan bahwa keadilan tersebut kurang dirasakan oleh karyawan. Tujuan penelitian ini adalah untuk mengetahui apakah ada pengaruh keadilan prosedural dan keadilan distributif terhadap komitmen organisasi di PT. SAI Apparel Industries Semarang. Penelitian ini merupakan penelitian kuantitatif korelasional dengan melibatkan sampel sebanyak 128 staf karyawan di PT. SAI Apparel Industries Semarang. Probability sampling dipilih untuk menentukan sampel. Pengambilan data penelitian ini menggunakan tiga skala yaitu komitmen organisasi dengan koefisien validitas antara 0,308-0,690 dan koefisien reliabilitas sebesar 0,860, keadilan prosedural memiliki keofisien validitas antara 0,223-0,728 dan koefisien reliabilitas sebesar 0,808, dan keadilan distributif memiliki koefisien validitas antara 0,309-0,699 dan koefisien reliabilitas sebesar 0,763. Analisis data yang digunakan adalah teknik analisis regresi berganda. Hasil penelitian menunjukkan komitmen organisasi, keadilan prosedural, dan keadilan distributif berada pada kriteria sedang. Hasil lain adalah ada pengaruh positif keadilan prosedural terhadap komitmen organisasi (nilai T = 7,312, p = 0,000), tidak ada pengaruh keadilan distributif terhadap komitmen organisasi (nilai T = 0,522, p = 0,603), dan ada pengaruh positif keadilan prosedural dan keadilan distributif terhadap komitmen organisasi (nilai F = 51,755 dengan p = 0,000).Abstract. This research is motivated that employee turnover rateis quite high from 2011-2015 the researcher assumes that the staff and employees of PT. SAI Apparel Industries Semarang have a low organizational commitment. Factors affecting organizational commitment are work characteristics and organizational characteristics, i.e. organizational justice. Justice means that procedural justice and distributive justice are not perceived by employees. The purpose of this study was to determine whether there is influence of procedural justice and distributive justice on organizational commitment in PT. SAI Apparel Industries Semarang. This was a quantitative correlational study involving 128 staff and employees of PT. SAI Apparel Industries Semarang as the sample. Probability sampling was chosen to determine the sample. Data collection method used three scales, i.e. organizational commitment with validity coefficient of 0.308-0.690 and reliability coefficient of 0.860, procedural justice with validity coefficient of 0.223 - 0.728 and reliability coefficient of 0.808, and distributive justice with validity coefficient of 0.309 - 0.699 and reliability coefficient of 0.763. Data were analyzed using multiple regression analysis technique. The results showed that organizational commitment, procedural justice, and distributive justice were in the medium criteria. Then, the other results showed that there was a positive effect of procedural justice on organizational commitment (T = 7.312, p = 0.000), there was no effect of distributive justice on organizational commitment (T = 0.522, p = 0.603), and there was a positive effect of procedural justice and distributive justice on organizational commitment (F = 51.755, p = 0.000).