Purpose: to examine the impact of Organizational Justice on Organizational Commitment through multiple Organization Development Interventions (ODIs) in a publicly listed company in Thailand that was converted from a medium-sized familyowned business. The company faced internal challenges from human resource management during the process of company’s strategic growth; employees reported injustice perceptions that may impact the Organizational Commitment, which potentially hinder the company growth. Hence, this research aims to study the Employees’ Organizational Justice’s impact on the Organizational Commitment through multiple ODIs by focusing on fixing existing Hygiene Factors. Research design, data and methodology: The research employed an action research design, collecting information from both qualitative and quantitative data during the pre-ODI and post-ODI stages. 55 employees’ data were included; 5 C-Suite level executives, 7 managers and heads of departments, 9 team leaders, and 34 staff; Results: The data from the pre-ODI and post-ODI is different, proving the impacts of the ODIs. The Organizational Justice also proved to impacts the Organizational Commitment for all respondents. Conclusions: the improvement of justice perceptions may result in enhanced productivity, work performance, and work quality from the employees that consequentially drive company’s performance.

Keywords : Organizational Justice; Organizational Commitment; SME; ODI; Action Research