This paper examines the relationship between justice perceptions and employee commitment in the context of organizational change. Extant literature reveals that organizational justice perceptions are correlated with employee commitment in a change context. However, the underlying processes governing this relationship have not yet been completely understood and hence a review seems necessary. This paper, which is conceptual in nature, proposes a model linking justice perceptions with employee commitment moderated by organizational and supervisory communication. It is proposed that perceptions of justice would have a positive impact on employee commitment in an organization that is undergoing change intervention.