IBM asmi

This study focuses on the effect of Organizational Justice on Employee
Performance and Work Engagement. Respondents were 50 (87.72%)
employees of PT. Telekomunikasi Indonesia, Tbk Witel Sidoarjo Jatim. The
data obtained were then analysed using SEM-PLS. Based on the analysis, the
three organizational justices: Distributive Justice (X1), Procedural Justice (X2)
and Interactional Justice (X3) have significant effects on Work Engagement
(Z). However, only Distributive Justice (X1) and Interactional Justice (X3) have
significant effects on Employee Performance (Y), while Procedural Justice (X2)
has no significant effect on Employee Performance (Y). Moreover, Work
Engagement (Z) has a significant effect towards Employee Performance (Y).
The study suggests that implementing organizational justice may serve as an
approach to boost employee engagement and performance. For the
managerial team, this study may become consideration to implement policy
that aims to increase organizational performance
Keywords: Justice System, Employee Performance, Work Engagement,
Organizational Justice, Quality Job, Employment Policy