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The study examines the joint and relative effects of procedural justice, distributive justice, organizational commitment, and job satisfaction upon organizational citizenship behaviors of blue-collar workers in manufacturing industry. The basic postulate of our research is that, employee perceptions of managerial fairness (i.e., distributive justice and procedural justice) will surpass the effects of the traditional attitudinal factors (i.e., job satisfaction and organizational commitment) as they jointly influence organizational citizenship behaviors. Results of hierarchical regression analysis provide strong support for our central research thesis: among the four major antecedent constructs, employee perceptions of distributive justice are found to exert the strongest effect on organizational citizenship behaviors of the blue collar workers in our sampling context. Based on these results, we suggest that incorporating contingency explanations for workplace, job, and general environmental conditions could contribute substantially to the current state of knowledge about methods of promoting organizational citizenship in the workplace. Managerial and theoretical implications of study findings are discussed.