The Moderating Impact of Job Suitability on The Relationship between Organizational Justice and Employee Performance

Employee performance in the public sector in emerging economies has received less attention, and there is a gap in the performance between ‎developed and non-developed countries. The purpose of this study is to investigate the impact of organizational justice (procedural justice, ‎distributive justice, and interactional justice) on employee performance and to examine the moderating role of job suitability in the Omani ‎public sector. A total of 420 responses were collected from five selected ministries in Oman using a stratified sampling technique. Data was ‎analysed using Smart PLS 4. The findings indicated that procedural, distributive, and interactional justice have a positive effect on employee ‎performance. Job suitability moderated only the effect of distributive justice on employee performance. Assigning jobs appropriately and ‎creating a fair working environment can lead to better employee performance.