Effect of Organizational Justice on Employee Engagement: Evidence from Ethiopian Higher Academic Institutions

This study investigates the effect of organizational justice on employee engagement within Ethiopian higher academic institutions. Despite global recognition, empirical research exploring these constructs in Ethiopian academic settings remains limited. Employing an explanatory quantitative research design with a descriptive approach, the study surveyed 383 academic and administrative staff selected via multi-stage sampling based on the Yamane formula. Data were collected using validated scales capturing employee engagement and organizational justice dimensions. Analysis was conducted using SPSS version 26, encompassing descriptive statistics, Pearson correlation, and multiple linear regression to elucidate relationships and predictive impacts. Findings reveal mean levels of interactional justice rated highest compared to procedural and distributive justice. Correlational analysis indicates significant positive associations between all justice dimensions and employee engagement, with interactional justice exhibiting the strongest relationship. Regression results confirm that all three justice dimensions significantly and positively predict engagement, with interactional justice exerting the most substantial effect. These results underscore the critical role of fairness perceptions, particularly respectful interpersonal treatment, in fostering academic staff engagement in Ethiopia. The study contributes empirical evidence supporting organizational justice frameworks in higher education, highlighting the importance of transparent processes, equitable outcomes, and dignified interactions. Practical implications suggest strategic prioritization of justice-enhancing policies and leadership practices to augment engagement, thereby improving institutional performance and sustainability. Future research directions include examining cultural moderators such as Islamic work ethics and longitudinal designs to establish causal pathways.