Effect of Organizational Justice, Trust in Bosses and Job Satisfaction on Employee Performance at PT. PLN (Persero) Main Unit of West Sumatra Region

Juarsah, Marco Arief; Masdupi, Erni; Syahrizal,

doi:10.2991/piceeba-19.2019.54

Cited by 3 publications

(3 citation statements)

References 14 publications

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“…These results prove that if the organization applies justice to all employees, a sense of fasting will arise from the employee. This is also in line with the results of research conducted by Kristanto, (2015); Sarianti et al, (2017); (Ali, 2016); (Tangka, et al, 2017); (Aditya, 2019); (Juarsah, et al, 2019) showing organizational justice has a positive effect on employee performance.…”

Section: Discussionsupporting

confidence: 87%

The effect of organizational justice on employee performance by job satisfaction as an intervening variable

Jufrizen

Kandhita

2021

JKMB

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Organizational justice, job satisfaction and employee performance are an important thing to consider in managing employees. Good organizational justice must be considered because organizational justice can affect job satisfaction and performance which makes employees feel like they want to give their best effort and join the struggle together to achieve organizational goals. This study aims to see whether job satisfaction mediates the influence of organizational justice on employee performance in the field of expenditure budget and the secretariat at the regional financial and asset management agency of North Sumatra province. Sample of this research is all permanent employees of the regional office of the Directorate General of Treasury of North Sumatra province, which may be 84 people. The results showed that organizational justice had a positive and significant effect on the performance of the employees of the regional financial and asset management agency of North Sumatra province. Job satisfaction has a positive and insignificant effect on employee performance at the regional financial and asset management agency of North Sumatra province. Organizational justice has a positive and significant effect on job satisfaction of employees of the regional financial and asset management agency of North Sumatra province. Job satisfaction does not mediate the effect of organizational justice on employee performance

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Section: Discussionsupporting

confidence: 87%

The effect of organizational justice on employee performance by job satisfaction as an intervening variable

Jufrizen

Kandhita

2021

JKMB

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“…It significantly impacts employee retention by fostering perceptions of fairness in policies, procedures, and reward systems, which are crucial for maintaining a conducive work environment [14,15]. Studies have shown that organizational justice not only enhances job satisfaction, commitment, and performance but also reduces turnover intention by improving the organization-employee relationship [16,17,18]. Furthermore, organizational justice extends its influence to affect employees' affective commitment, job satisfaction levels, and organizational citizenship behavior, emphasizing its significance in driving positive organizational outcomes [19,20].…”

Section: Review Of Related Literaturementioning

confidence: 99%

Organizational Justice and Its Effects on Employee Retention in Banana Companies: A Quantitative Analysis

Salova,

Samperoy,

Llorente

2024

Asian J. Econ. Busin. Acc.

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This study aimed to determine the relationship between organizational justice and employee retention in banana companies. A quantitative approach with descriptive and correlational designs was used. The respondents of the study were 89 employees working in two banana companies in the Municipality of Santo Tomas. The respondents were selected through convenience sampling technique. Mean and Pearson-r were used to analyze the data, which were obtained through the use of two adapted questionnaires. The findings revealed that organizational justice in terms of distributive justice, procedural justice, and interactional justice is always manifested in banana companies. On the other hand, employee retention in terms of a positive work environment, employee freedom and flexibility, employee involvement and growth, employee communication and assistance, and compensation and benefits are always manifested, too. The result indicated that there was a significant relationship between organizational justice and employee retention in banana companies. The findings suggested that banana companies may prioritize a fair distribution of workloads based on employees' skills and experience to ensure fairness. Management may have regular team outings or social events for building relationships and conducting frequent trainings, which shows the organization's commitment to employee growth. Future researchers may conduct studies investigating factors or mediators such as job satisfaction, organizational commitment, and leadership styles, which may help in gaining insight into the deeper processes in this relationship.

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“…Besarnya pengaruh keadilan organisasi, kompensasi, lingkungan kerja, dan motivasi intrinsik adalah sebesar 38,6%, sisanya 61.4 dijelaskan oleh variabel yang tidak tercakup dalam penelitian ini. Hasil pengujian menunjukkan H1 diterima, hal ini sesuai penelitian yang dilakukan oleh (Juarsah et al, 2019) menunjukan bahwa keadilan organisasi berpengaruh signifikan terhadap kepuasan kerja karyawan. Temuan ini membuktikan bahwa kepuasan kerja dapat ditingkatkan sehingga karyawan akan merasa betah dan nyaman ditempat kerja.…”

Section: Pengujian Hipotesisunclassified

Pengaruh keadilan organisasi, kompensasi, lingkungan kerja, dan motivasi intrinsik terhadap kepuasan kerja

Kurniawan

Nurohmah²

2022

KINERJA: Journal Economics and Management

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AbstrakPenelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasi, kompensasi, lingkungan kerja, dan motivasi intrinsik terhadap kepuasan kerja karyawan. Populasi dalam penelitian ini sebanyak 566 pegawai PT Wahana Kasih Mulia Cilacap. Ukuran sampel 85 orang yang diperoleh dengan menggunakan rumus slovin. Penelitian ini menggunakan sampling aksidental dengan pengambilan data menggunakan survei kuesioner. Analisis data menggunakan regresi linier berganda. Hasil penelitian menunjukkan keadilan organisasi dan lingkungan kerja berpengaruh positif signifikan terhadap kepuasan kerja. Kompensasi dan motivasi intrinsik tidak berpengaruh signifikan terhadap kepuasan kerja.

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Effect of Organizational Justice, Trust in Bosses and Job Satisfaction on Employee Performance at PT. PLN (Persero) Main Unit of West Sumatra Region

Cited by 3 publications

References 14 publications

The effect of organizational justice on employee performance by job satisfaction as an intervening variable

The effect of organizational justice on employee performance by job satisfaction as an intervening variable

Organizational Justice and Its Effects on Employee Retention in Banana Companies: A Quantitative Analysis

Pengaruh keadilan organisasi, kompensasi, lingkungan kerja, dan motivasi intrinsik terhadap kepuasan kerja

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