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

  • Authors

    • Shahab Ahmed Salim Mubarak AL Rawas University of Technology and Applied Sciences, Human Resources Department, Salalah
    https://doi.org/10.14419/35rkpx22

    Received date: July 12, 2025

    Accepted date: September 21, 2025

    Published date: November 9, 2025

  • Organizational Justice; Job Suitability; Employee Performance; Public Sector

  • Abstract

    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.

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    AL Rawas, S. A. S. M. . (2025). The Moderating Impact of Job Suitability on The Relationship ‎between Organizational Justice and Employee Performance. International Journal of Accounting and Economics Studies, 12(7), 363-369. https://doi.org/10.14419/35rkpx22