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It has been paying attentions to corporation types of behaviour of employees using the concept of the organisational commitment from last seven decades or so. The commitment is referring to attribute of individual staff member due to which the individual is behaving better as compare to various other employees and is committed to perform the duties assigned to him as comparing to staff members of other various organisations or firms where attribute relevant to this cooperative type of behaviour is not focused (Akhtar, 2019). The commitments of employees and workers are very important in making a highly ranking educational institute. Therefore, organisational commitment (OC) has been identified as the bridge in promoting association in between the employers and employees of various organisations (Naz et al., 2020). The current research work is also acting as the measure of impacts of organisational culture (OCL) organisational justice (OJ), organisational structure (OS) on organisational commitment (OC) of various faculty members of the educational institutions.

1.1.1     Literature Review

The theme of the organisational commitment (OC) had been the famous concept in the literatures of the organisation/industry behaviours and psychologies as proved from review of the previous studies. The organisational commitment is presenting attachments that the individuals are forming with his/her organisations where they are working (Lee et al., 2019). In arguing this concept, it is also described that the organisations are getting benefits from the theory of the commitments of the employee and producing high working qualities and productivities and lower rates of the job movement by the author (Sahni, 2019). Many approaches have been observed in the literature which are testing and defining the organisational commitment as studied in the previous researches.

The staff members have been made dedicating in achieving the main goals of organisations by help of the organisational characteristics related to the organisational commitments (Grawe et al., 2012).  The commitments of employees and the sustainability has been the key of successes for the organisation. A positive attitude of employees has been achieving by usage of high level of the commitments of staff members as emphasized by the authors (Martin and Shore, 1989; Chughtai and Zafar, 2006; Srivastava, 2013; Sinclair et al., 2005). 

The systems of the knowledge which is describing the ethic by virtues of that various stakeholders are evaluated, believed and by which things are perceive known to be the culture of the organization that is acting in relating the community of human being with setting of their work environments (Firsirotu and Allaire, 1984, p.198). The positive type of the organizational culture in the company can result to motivations of employees which enhance satisfaction levels of employees on their work places as well as at work environment of organizations (Abraham et al., 1997, p.620). The motivating and satisfy employee are tending as committed to their organizations, so, the good organizational cultures result in better organizational commitments (Abraham et al., 1997).

There are existing linear and significant relations in the organizational commitments, organizational justices as well as the job satisfactions that has been argued by various scholars in their researches (Tellier and Dowden, 2004; Colquitt and Judge, 2004; Griffin et al., 2010; Lambert et al., 2007). However, job satisfactions assumed as mediating variable that commonly, have not been considering in direct relation between of organizational justice and organizational commitments (Pelfrey, 2004, 2007).

1.1.2     Research Questions
What have been the significant factors which influence on favourability of the organisational commitment?
What are the impacts of the organisational justice, organisational culture and organisational structure, on the organizational commitment of faculty members of the university?