One of the key elements in the design and implementation of human resource management (HRM) policies and programs is to develop employees that remain loyal and identify with organizational goals and objectives. In this study, we examined the mediating roles of perceived organizational support (POS) and procedural justice in the relationship between HRM practices and organizational commitment. Data were collected from 421 rank and file employees working in various departments from four manufacturing organizations in Metro Manila. Using structural equation modeling, we found support for the positive relationships between effective HRM practices and procedural justice perceptions, POS, and organizational commitment. Furthermore, POS mediated the relationship between effective HRM practices and organizational commitment. Implications for theory and practice are discussed.