Organizational justice refers to employee perceptions of fairness in the workplace. It has four main dimensions: distributive (perceptions regarding the fairness of employment outcomes), procedural (perceptions of processes that lead to these outcomes), interpersonal (perceptions of interpersonal interactions and treatment), and informational (the accounts provided for justice-related events in the workplace). Affective commitment is the acceptance of the organization as their and believes its values and goals. The objective of the study was to investigate the effects of organizational justice perceptions on the affective commitment of employees in the bank industry in Ethiopia evidence from Banks at Woldia town. The data are gathered using from 201 employee respondents and of those 193 are completed questionnaires in 12 different banks use as starta. The collected data are presented using descriptive statistics that were mean perceptions and crosstab of the respondents. The presented data are analyzed and interpreted using inferential statistics such as independent samples test, pearson correlation, and multiple linear regression model that established the relationship between the independent and dependent variables. The results of the study showed that the components of organizational justice (distributive, procedural, interpersonal and informational) have a significant and positive relationship with affective commitment in the bank sector in Ethiopia. And the composite organizational justice has significant relationship with the employees’ affective commitment. In addition to these, the customer service positioned employees and government bank employees have more affective commitment than others. Finally, the researcher recommended that managers in each bank give attention for fairness during distributing (resources, duties, outcomes,…), decision making processes and procedures, communication with employees,and explanations of the outcomes.