Pengaruh Keadilan Distributif, Keadilan Prosedural, dan Keadilan Interaksional Terhadap Kepuasan Kerja Pegawai Di PT PLN (Persero) UP3 Yogyakarta

Abstract


 The purpose of this study was to determine distributive justice, procedural justice, and interactional justice which have a significant positive effect on employee job satisfaction at PT PLN (Persero) UP3 Yogyakarta. In this study, researchers used quantitative research methods, as the population were employees of PT PLN (Persero) UP3 Yogyakarta with a sampling technique, namely the saturated sample technique. The method of collecting data with a questionnaire. The analysis technique used is multiple linear regression. The results of the study found that distributive justice, procedural justice, and interactional justice had a significant positive effect on employee job satisfaction.
 Keywords: Distributive Justice, Procedural Justice, Interactional Justice, Job Satisfaction

The effect of Distributive Justice, Procedural Justice, and Interactional Justice on Job Satisfaction of Employees of The Tax Service Office (KPP) Pratama Sidoarjo Utara

“…Distributive justice is justice that deals with the distribution of resources and the measures used to determine the share of those resources. This type of justice affects the perception of employees whether the services they receive are fair or not (Hastari, Kirana, & Subiyanto, 2023).…”

“…This is in line with the results of (Rawung et al, 2022) and the results of data analysis in this study which shows that Distributive Justice has a regression coefficient value of 0.203. The regression employees are treated fairly and equitably within the organization (Hastari et al, 2023;Putri & Merkusiwati, 2014).…”

“…Procedural justice is justice in the judgment process or justice related to the process of obtaining the result of the verdict. The management system or planning system ensures that the processes used will be considered fair if those affected by the decision-making process have the opportunity to influence the decision-making process and provide feedback (Hastari et al, 2023).…”

Organizational Citizenship Behavior (OCB) Ditinjau dari Komitmen Organisasi dan Keadilan Organisasi

“…Keadilan prosedural berkaitan dengan pembuatan dan implementasi keputusan yang dilakukan secara adil (Edalmen & Ngadiman, 2019). Keadilan interaksional merupakan persepsi karyawan mengenai sajuh mana karyawan tersebut diperlakukan bermartabat, peduli, dan hormat oleh atasan maupun rekan kerja (Hastari, et al, 2023). Ketika karyawan merasa adil dalam keadaan apapun, karyawan akan dengan sukarela melakukan pekerjaan dengan senang hati tanpa merasa terpaksa (Dilla, et al, 2023).…”