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This study examined the relationships between organizational justice, individual innovativeness and organizational citizenship behavior (OCB). It was hypothesized that organizational justice types and individual innovativeness would positively influence OCB because perceptions of justice and willingness to change may lead employees to perform way beyond what was prescribed in their job scopes. Non-supervisory employees from domestic commercial banks were studied. Results of hierarchical multiple regression used to test direct and indirect relationships among the variables indicated that interactional justice predicted courtesy and individual innovativeness predicted altruism, civic virtue, and conscientiousness. Individual innovativeness was found to be a more important predictor of altruism, compared to civic virtue and conscientiousness. Self-esteem, as a mediator, did not influence the relationships. Implications of these findings suggest that practicing managers should help promote and place greater emphasis on employees individual innovativeness and interaction with employees to perform organizational citizenship behavior.