THE INFLUENCE OF PERCEIVED ORGANIZATIONAL JUSTICE ON WORK ENGAGEMENT THROUGH JOB SATISFACTION (A STUDY ON PITA MAHA GROUP)
Abstract
Based on the phenomenon observed at Pita Maha Group, issues were identified regarding employee work engagement, specifically in the aspects of vigor and dedication. Additionally, a research gap was found, with some results showing significant effects while others were insignificant. This study aims to re-examine the influence of perceived organizational justice on work engagement through job satisfaction. This study employs a causal research model with a quantitative approach and was conducted on Pita Maha Group employees, using a sample of 201 respondents. Sampling was determined using proportionate random sampling. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results of the study indicate that perceived organizational justice have a positif and significant effect on work engagement, while job satisfaction also positively and significantly affects work engagement. Additionally, perceived organizational justice positively and significantly influence job satisfaction, and job satisfaction can mediate the relationship between perceived organizational justice and work engagement. These results illustrate that as employees perceived organizational justice improve, their job satisfactions increases, leading to higher engagement with both their work and the organization. Further research is encouraged to explore additional variables beyond those examined in this study.
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