The perception of organizational justice and work engagement in garment industries
Keywords:
organizational justice, work engagement, garment industriesAbstract
Following the equity theory, the study examines the effect of distributive, procedural, and interactional justice on employee attachment. This study was performed at a Denpasar garment company, entailing 150 employees. The collection of data was accomplished through a questionnaire with a 5-point Likert scale to determine employee perceptions of organizational justice perceptions and work engagement. The data acquired were scrutinized using the SEM-PLS 4 method to verify the linkage between variables. The results indicate that the three perceptions of justice (distributive, procedural, and interactional) significantly impacted employee work engagement. Positive perceptions of justice promote employees’ motivation, commitment, and emotional engagement with the organization. The study implies that organizations must consider distributive, procedural, and interactional justice to encourage employee engagement. Management must proportionate rewards to employees’ contributions, implement transparency and consistency in decision-making, and handle employees with respect and empathy to significantly drive employee engagement.
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