Perceived Organizational Justice, Organizational Commitment, and Employee Performance in The Public Sector: Disclose the Power of Fairness

Public organizations face challenges such as budget constraints, political interference, bureaucratic inefficiency, lack of innovation, and workforce management issues.This study investigates the significant impact of perceived organizational justice (POJ) on employee performance (EP) through organizational commitment (OC) using equity theory.The research was conducted in public organizations in Bali, with a sample of 188 employees.Data was collected through a questionnaire designed using a 5-point Likert scale and analysed using Structural Equation Modelling-Partial Least Squares (SEM-PLS).The results indicate that employees who feel treated fairly are more motivated and satisfied at work.POJ reflects the belief that the organization values employees' contributions and cares about their well-being.The study's findings show that POJ significantly enhances employee performance by strengthening organizational commitment.Moreover, employees with high organizational commitment tend to be more enthusiastic, productive, and loyal.The implications of the research emphasize the importance of organizational policies that focus on maintaining POJ and fostering organizational commitment to maximize performance and ensure organizational stability.