The current study used a sample of full-time employees of local governments in South Korea to examine whether transformational leadership (TFL) has a significant positive effect on procedural justice (PJ) and organizational affective commitment (OAC) and whether PJ is positively related to OAC. The study also examined whether PJ mediates the effect of TFL on OAC and whether the four culture types (clan, advocacy, hierarchy, and market) moderate the effect of TFL on OAC. The results indicated a positive relationship of TFL with PJ and OAC and a significant relationship between PJ and OAC. Thus, the results demonstrated that PJ partially mediates the relationship between TFL and OAC while hierarchy and market culture type fully moderate the effect of TFL on OAC. However, clan and adhocracy culture type did not moderate the effect of TFL on OAC. Theoretical and practical implications of these findings are discussed and suggestions for future research are made.