THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT BETWEEN ORGANIZATIONAL JUSTICE AND JOB PERFORMANCE

The purpose of this study is to assess the mediating role of organizational commitment (OC) between organizational justice (OJ) and job performance (JP). The data was collected from 281 employees using a questionnaire approach. The data analysis used Smarts PLS for assessing the mea-surement and structure models. The results indicated that organizational commitment mediated the relationship between organizational justice and job performance. The results also showed that OJ has a significant impact on OC and JP, and OC significantly impacts JP.Managers must be familiar with the essential rules to improve job performance, organizational commitment, and organizational justice while also considering proper conduct. Furthermore, the nec-essary facilities for promoting professional advancement and training should be established to bolster banks’ current and future demands. The paper elucidates the conclusions and their limitations while also proposing avenues for further research. This study enhances the theoretical framework within organizational theory, organizational behavior, and psychological research, particularly concerning the Iraqi banking sector. However, the study advises banking industry managers to provide fairness and justice in the evaluation processes to improve employee commitment.