The influence of organizational justice perception on work engagement: the intervening role of job satisfaction

Abstract

The study evaluated the influence of perceived distributive, procedural, and interactional justice on work engagement, mediated by job satisfaction. A survey was conducted with 94 employees of accounting offices in the Northern Region. Partial least squares structural equation modeling (PLS-SEM) was used for data analysis. The results indicate that procedural justice has a positive influence on work engagement. In addition, distributive and interactional justice are positively associated with job satisfaction, which impacts work engagement. It was also possible to observe a full mediation of job satisfaction in the relationship between distributive justice and work engagement. As a theoretical contribution, the study presents new evidence on the relevance of organizational justice, highlighting the importance of fostering a fair environment for employees and expanding discussions by providing data in a specific regional context. In practical terms, the results offer guidance for managers and human resource professionals. They suggest that promoting respectful work environments, in which employees' dignity and rights are prioritized, is essential for strengthening job satisfaction and engagement.