PENGARUH KEADILAN ORGANISASI TERHADAP KOMITMEN KARYAWAN DENGAN PERSEPSI TERHADAP ATASAN SEBAGAI VARIABEL MODERASI

In an era of increasingly competitive business, human resources are a strategic asset that determines organizational success. A company's success is not only determined by the availability of capital and technology but also depends heavily on employee commitment to delivering their best performance. Employee commitment to the organization reflects employee loyalty, involvement, and willingness to contribute to achieving company goals. This study uses a quantitative approach with explanatory research methods. The purpose of this study is to explain the causal relationship between organizational justice (independent) and employee commitment (dependent) and to examine the role of perceptions of superiors as a moderating variable. The population in this study was all permanent employees at office-based companies in Indonesia. Based on the results of the research analysis, several conclusions can be drawn: Organizational justice has a positive and significant effect on employee commitment. This means that the higher the level of justice perceived by employees, the greater the impact of organizational justice on employee commitment. This indicates that when employees have positive perceptions of their superiors, the impact of organizational justice on commitment is stronger.