The purpose of this study was to determine the direct and indirect effect of each variable and mediating effect of organizational fairness through empirical analysis of our hypotheses and research model that considered the organizational culture and organizational fairness as preceding variables as observed in the preceding investigative studies. the following suggestions are presented: First, the improvement of organizational culture was found to be the most effective variable that could lead to the improvement of job satisfaction and organization commitment, and organizational effectiveness of public servant organizations. As a management strategy for increasing potentials of development, it was found imperative to press ahead with innovation and obtain new resources. Second, the findings of this study also presented the need to proceed with organizational management in such a way that organizational fairness can be improved as part of measures to increase effectiveness of public servant organizations.