This study aims to investigate the effects of organizational justice including perceptions of compensation and promotion on career plateau, job commitment, and intention to turnover, based on a case study of a public corporation. In a survey questionnaire, 485 out of 1,278 employees responded and 417 cases without missing data were analyzed using structural equation models (SEMs). There were several key findings. First, satisfaction with procedural justice appears to have positive effects on compensation and promotion satisfaction, but negative effects on career plateau. However, satisfaction with promotion was found to have no statistically significant effects on career plateau when rank and length-of-service is controlled. Second, the length-of-service shows no statistically significant effect on public service motivation (PSM) and career plateau. In contrast, rank has a positive effect on procedural justice and PSM, but a negative effect on career plateau. Third, SEM results show that career plateau is the core factor for having a negative effect on job involvement: the stronger the dissatisfaction with career plateau, the higher the intention to turnover. In addition, PSM was found to have positive effects on job commitment and negative effects on the intention to turnover. Overall the results of the present study implies that it is important to utilize economic incentives, such as compensation, in order to enhance the efficiency of public organizations, but its success or failure depends on capabilities in cultivating employee PSM and resolving dissatisfaction with procedural justice and career plateau.