The effects of distributive (outcome) and procedural factors on the satisfaction and organizational commitment of university administrative and support (i.e., non-faculty) personnel (N = 138) were examined two months after a restructuring of job classifications. Aspects of outcome were stronger predictors of satisfaction and commitment than were aspects of procedure. Neither fairness nor level of outcome consistently interacted with procedural justice. The relative importance of distributive and procedural factors may vary across time and/or may be due to employees using an inductive process n assessing organizational outcomes. Suggestions include the need to investigate distributive and procedural factors separately and the necessity of employing longitudinal designs. Implications for practitioners and researchers are discussed.