Organizational justice and employee performance: Mediating organizational commitment
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Dec 30, 2025
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Abstract
This study aims to analyze the influence of organizational justice on employee performance with organizational commitment as a mediating variable in PT Sokonindo Automobile. The research method uses a quantitative approach with Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis. The research sample amounted to 179 respondents which were determined through simple random sampling techniques. The results of the study show that organizational justice has a positive and significant effect on employee performance, and has a strong influence on increasing organizational commitment. In addition, organizational commitment has been proven to make a significant contribution in driving performance improvement. Mediation analysis shows that organizational commitment mediates positively and significantly the relationship between organizational justice and employee performance. The values of R² and Q² confirm that the model has good predictive power and adequate predictive relevance. These findings underscore that justice in distribution, procedures, and interactions is an important foundation in building employee psychological attachment that ultimately improves work performance. This research provides implications for the development of equity-based HR policies and offers a theoretical perspective on the psychological mechanisms that link justice and performance through organizational commitment
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How to Cite
Tajudin, T., Sumarjo, W., Haerofiatna, H., & Wahyudi, W. (2025). Organizational justice and employee performance: Mediating organizational commitment. Enrichment : Journal of Management, 15(5), 621-631. https://doi.org/10.35335/enrichment.v15i5.2433
References
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Azdha, A., Jusoh, M., & Tham, J. (2023). Validating Meyer and Allen’s three component model employee commitment survey in the context of the resort sector of the Maldives. The Maldives National Journal of Research, 11(2), 65–82.
Blau, P. M. (2017). Exchange and Power in Social Life. Routledge.
Capeheart, L., & Milovanovic, D. (2020). Social justice: Theories, issues, and movements (Revised and expanded edition). Rutgers University Press.
Chaidir, J., Haerofiatna, H., Kania, D., & Wahyudi, W. (2023). Peran mediasi komitmen afektif pada persepsi dukungan organisasi terhadap kinerja karyawan. MBR (Management and Business Review), 7(1), 30–45. https://doi.org/10.21067/mbr.v7i1.8723
Chen, C., Wang, B., An, H., & Luo, M. (2024). Organizational justice perception and employees’ social loafing in the context of the COVID-19 epidemic: the mediating role of organizational commitment. Humanities and Social Sciences Communications, 11(1), 176. https://doi.org/10.1057/s41599-024-02612-6
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037/0021-9010.86.3.425
Faeq, D. K., & Ismael, Z. N. (2022). Analyzing the Relationships Between Organizational Justice and Job Performance. International Journal of Engineering, Business and Management (IJEBM), 6(5), 14–25. https://doi.org/10.22161/ijebm.6.5.3
Ghozali. I & Latan. H. (2015). Partial Least Square, Konsep, Teknik dan Aplikasi Menggunakan Program Smart PLS 3.0 (2nd ed.). Universitas Diponegoro Semarang.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Heridiansyah, J., Susetyarsi, T., Setiyanti, S. W., & Meilinda, A. D. (2024). Pengaruh budaya organisasi, kepuasan kerja dan keadilan organisasi terhadap komitmen organisasi pada pegawai kelurahan di Kecamatan Gajahmungkur Semarang. JURNAL STIE SEMARANG (EDISI ELEKTRONIK), 16(3), 70–83. https://doi.org/10.33747/stiesmg.v16i3.739
Hosen, S., Hamzah, S. R., Arif Ismail, I., Noormi Alias, S., Faiq Abd Aziz, M., & Rahman, M. M. (2024). Training & development, career development, and organizational commitment as the predictor of work performance. Heliyon, 10(1), e23903. https://doi.org/10.1016/j.heliyon.2023.e23903
Igbomor, E., & Ogbuma, S. M. (2024). An Empirical Evidence of the Effect of Organizational Commitment on Employee Job Performance. International Journal of Research Publication and Reviews, 5(1), 1941–1947. https://ijrpr.com/uploads/V5ISSUE1/IJRPR21806.pdf
Jameel, A. S. (2025). The mediating role of organizational commitment between organizational justice and job performance. Globalization and Business, 10(19), 92–112. https://doi.org/10.35945/gb.2025.19.007
Jang, J., Lee, D. W., & Kwon, G. (2021). An Analysis of the Influence of Organizational Justice on Organizational Commitment. International Journal of Public Administration, 44(2), 146–154. https://doi.org/10.1080/01900692.2019.1672185
Jasso, G., Törnblom, K. Y., & Sabbagh, C. (2016). Distributive Justice. In C. Sabbagh & M. Schmitt (Eds.), Handbook of Social Justice Theory and Research (pp. 201–218). Springer New York. https://doi.org/10.1007/978-1-4939-3216-0_11
Kristanto, H. (2015). Keadilan organisasional, komitmen organisasional, dan kinerja karyawan. Jurnal Manajemen Dan Kewirausahaan (Journal of Management and Entrepreneurship), 17(1), 86–98. https://doi.org/10.9744/jmk.17.1.86-98
Myers, T., & Paul, M. (2020). Umbrella summary: Organizational justice. Quality Improvement Center for Workforce Development. www.qic-wd.org/umbrella/organizational-justice
Rahma, A., Tjahjono, H. K., & Rahayu, M. K. P. (2024). Literature Review: Study of the Effect of Distributive Justice on Employee Performance. Asian Journal of Management Analytics, 3(2), 353–366. https://doi.org/10.55927/ajma.v3i2.8592
Sarwary, K., Banayee, M. R., Faiq, Z., & Azimi, A. W. (2023). The influence of organizational justice on job performance. International Journal of Advances in Social and Economics, 5(1), 1–8. https://doi.org/10.33122/ijase.v5i1.265
Song, J., Shi, X., Zheng, X., Lu, G., & Chen, C. (2024). The impact of perceived organizational justice on young nurses ’ job performance : a chain mediating role of organizational climate and job embeddedness. BMC Nursing, 23, 1–10. https://doi.org/10.1186/s12912-024-01898-w
Suharto, Suyanto, & Hendri, N. (2019). The Impact of Organizational Commitment on Job Performance. International Journal of Economics and Business Administration, VII(Issue 2), 189–206. https://doi.org/10.35808/ijeba/227
Sumarjo, W., Haerofiatna, H., & Haryadi, D. (2024). The influence of organizational justice on employee performance mediated work engagement. Jurnal Mantik, 7(4), 3186–3193. https://doi.org/10.35335/mantik.v7i4.4693
Sumarjo, W., Haerofiatna, H., & Wahyudi, W. (2025). The role of organizational culture in improving employee performance through organizational commitment. Journal of Management Science (JMAS), 8(1), 21–28. https://doi.org/10.35335/jmas.v8i1.610
Wahyudi, W., Kurniasih, D., Haryadi, D., & Haquei, F. (2022). Strategy To Improve Employee Performance. Enrichment: Journal of Management, 12(5), 3543–3548. https://doi.org/10.35335/enrichment.v12i5.838
Zarish, H. M., Zulqarnain, M., & Ur Rehman, K. (2020). Impact of Organizational Justice on Organizational Commitment. Research Journal for Societal Issues, 2(1), 46–61. https://doi.org/10.56976/rjsi.v2i1.8
Zulkarnain, Z., Ginting, E. D. J., Adnans, A. A., & Sianturi, M. M. (2024). Organisational justice and work-family conflict: Impact to quality of work life. SA Journal of Human Resource Management, 22(a2393), 1–9. https://doi.org/10.4102/sajhrm.v22i0.2393
Azdha, A., Jusoh, M., & Tham, J. (2023). Validating Meyer and Allen’s three component model employee commitment survey in the context of the resort sector of the Maldives. The Maldives National Journal of Research, 11(2), 65–82.
Blau, P. M. (2017). Exchange and Power in Social Life. Routledge.
Capeheart, L., & Milovanovic, D. (2020). Social justice: Theories, issues, and movements (Revised and expanded edition). Rutgers University Press.
Chaidir, J., Haerofiatna, H., Kania, D., & Wahyudi, W. (2023). Peran mediasi komitmen afektif pada persepsi dukungan organisasi terhadap kinerja karyawan. MBR (Management and Business Review), 7(1), 30–45. https://doi.org/10.21067/mbr.v7i1.8723
Chen, C., Wang, B., An, H., & Luo, M. (2024). Organizational justice perception and employees’ social loafing in the context of the COVID-19 epidemic: the mediating role of organizational commitment. Humanities and Social Sciences Communications, 11(1), 176. https://doi.org/10.1057/s41599-024-02612-6
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037/0021-9010.86.3.425
Faeq, D. K., & Ismael, Z. N. (2022). Analyzing the Relationships Between Organizational Justice and Job Performance. International Journal of Engineering, Business and Management (IJEBM), 6(5), 14–25. https://doi.org/10.22161/ijebm.6.5.3
Ghozali. I & Latan. H. (2015). Partial Least Square, Konsep, Teknik dan Aplikasi Menggunakan Program Smart PLS 3.0 (2nd ed.). Universitas Diponegoro Semarang.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Heridiansyah, J., Susetyarsi, T., Setiyanti, S. W., & Meilinda, A. D. (2024). Pengaruh budaya organisasi, kepuasan kerja dan keadilan organisasi terhadap komitmen organisasi pada pegawai kelurahan di Kecamatan Gajahmungkur Semarang. JURNAL STIE SEMARANG (EDISI ELEKTRONIK), 16(3), 70–83. https://doi.org/10.33747/stiesmg.v16i3.739
Hosen, S., Hamzah, S. R., Arif Ismail, I., Noormi Alias, S., Faiq Abd Aziz, M., & Rahman, M. M. (2024). Training & development, career development, and organizational commitment as the predictor of work performance. Heliyon, 10(1), e23903. https://doi.org/10.1016/j.heliyon.2023.e23903
Igbomor, E., & Ogbuma, S. M. (2024). An Empirical Evidence of the Effect of Organizational Commitment on Employee Job Performance. International Journal of Research Publication and Reviews, 5(1), 1941–1947. https://ijrpr.com/uploads/V5ISSUE1/IJRPR21806.pdf
Jameel, A. S. (2025). The mediating role of organizational commitment between organizational justice and job performance. Globalization and Business, 10(19), 92–112. https://doi.org/10.35945/gb.2025.19.007
Jang, J., Lee, D. W., & Kwon, G. (2021). An Analysis of the Influence of Organizational Justice on Organizational Commitment. International Journal of Public Administration, 44(2), 146–154. https://doi.org/10.1080/01900692.2019.1672185
Jasso, G., Törnblom, K. Y., & Sabbagh, C. (2016). Distributive Justice. In C. Sabbagh & M. Schmitt (Eds.), Handbook of Social Justice Theory and Research (pp. 201–218). Springer New York. https://doi.org/10.1007/978-1-4939-3216-0_11
Kristanto, H. (2015). Keadilan organisasional, komitmen organisasional, dan kinerja karyawan. Jurnal Manajemen Dan Kewirausahaan (Journal of Management and Entrepreneurship), 17(1), 86–98. https://doi.org/10.9744/jmk.17.1.86-98
Myers, T., & Paul, M. (2020). Umbrella summary: Organizational justice. Quality Improvement Center for Workforce Development. www.qic-wd.org/umbrella/organizational-justice
Rahma, A., Tjahjono, H. K., & Rahayu, M. K. P. (2024). Literature Review: Study of the Effect of Distributive Justice on Employee Performance. Asian Journal of Management Analytics, 3(2), 353–366. https://doi.org/10.55927/ajma.v3i2.8592
Sarwary, K., Banayee, M. R., Faiq, Z., & Azimi, A. W. (2023). The influence of organizational justice on job performance. International Journal of Advances in Social and Economics, 5(1), 1–8. https://doi.org/10.33122/ijase.v5i1.265
Song, J., Shi, X., Zheng, X., Lu, G., & Chen, C. (2024). The impact of perceived organizational justice on young nurses ’ job performance : a chain mediating role of organizational climate and job embeddedness. BMC Nursing, 23, 1–10. https://doi.org/10.1186/s12912-024-01898-w
Suharto, Suyanto, & Hendri, N. (2019). The Impact of Organizational Commitment on Job Performance. International Journal of Economics and Business Administration, VII(Issue 2), 189–206. https://doi.org/10.35808/ijeba/227
Sumarjo, W., Haerofiatna, H., & Haryadi, D. (2024). The influence of organizational justice on employee performance mediated work engagement. Jurnal Mantik, 7(4), 3186–3193. https://doi.org/10.35335/mantik.v7i4.4693
Sumarjo, W., Haerofiatna, H., & Wahyudi, W. (2025). The role of organizational culture in improving employee performance through organizational commitment. Journal of Management Science (JMAS), 8(1), 21–28. https://doi.org/10.35335/jmas.v8i1.610
Wahyudi, W., Kurniasih, D., Haryadi, D., & Haquei, F. (2022). Strategy To Improve Employee Performance. Enrichment: Journal of Management, 12(5), 3543–3548. https://doi.org/10.35335/enrichment.v12i5.838
Zarish, H. M., Zulqarnain, M., & Ur Rehman, K. (2020). Impact of Organizational Justice on Organizational Commitment. Research Journal for Societal Issues, 2(1), 46–61. https://doi.org/10.56976/rjsi.v2i1.8
Zulkarnain, Z., Ginting, E. D. J., Adnans, A. A., & Sianturi, M. M. (2024). Organisational justice and work-family conflict: Impact to quality of work life. SA Journal of Human Resource Management, 22(a2393), 1–9. https://doi.org/10.4102/sajhrm.v22i0.2393