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Extending Tyler's (1989) group-value model, the present study tested the hypothesis that procedural justice may be of differential salience in the development of organizational commitment among individuals who identify primarily with their employing organization versus their occupation, Data collected from 1,235 FAA employees indicated that procedural justice scores were moderately related to commitment scores. Contrary to the hypothesis, occupational identification had no moderating effect on the procedural justice- organizational commitment relationship. Consistent with the multiple commitment literature, employees identifying primarily with their occupation perceived more procedural justice, but expressed less commitment to the organization, than those identifying with their organization. These results provide little support for this extension of the group-value model of procedural justice but some support for the multiple commitment approach to the study of work commitment.