The purpose of this study was to distinguish the effects of distributive, instrumental procedural, and noninstrumental (i.e. group-value effects) procedural justice in a field study. As predicted by the group-value model (Lind & Tyler, 1988), noninstrumental procedural justice captured unique variance in organizational commitment, turnover intentions, as well as both individual and group performance. Furthermore, noninstrumental justice explained more unique variance in commitment and performance than did distributive justice or instrumental procedural justice. These findings provide a greater understanding of why procedural justice, as a whole, has been found to be more predictive of these outcomes in prior research.