The purpose of this study is to examine the dynamic relationships among locus of control as a individual traits, the three organizational equity factors(distributive equity, procedural equity and interactional equity), individual attitudes and behaviors(job satisfaction, organizational commitment and turnover intention). In this study, we designed research model based on extensive literature review and tested each hypothesis through empirical analysis of which single public organization was the subject. The results are as follows : locus of control negatively affect all the three equity factors. And distributive equity positively affect job satisfaction whereas both procedural equity and interactional equity positively affect organizational commitment. Also only organizational commitment not job satisfaction positively affect turnover intention. The various implications to manage organizational equity, job satisfaction and organizational commitment and the limitations of the study and directions for future research were discussed.