PENGARUH KEADILAN ORGANISASI TERHADAP KINERJA KARYAWAN SEBAGAI VARIABEL MEDIASI PADA KARYAWAN PLN UP 3 MALANG DENGAN IDENTIFIKASI ORGANISASI

This study aims to examine the role of organizational justice in influencing employee performance with organizational identification as a mediating variable among employees of PLN Customer Service Implementation Unit (UP3) Malang. This research employs a quantitative explanatory approach using primary data collected through questionnaires from 85 employees selected using purposive sampling. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS. The results indicate that organizational justice has a positive and significant effect on employee performance and organizational identification. Organizational identification also has a positive and significant effect on employee performance and is proven to mediate the relationship between organizational justice and employee performance. These findings suggest that fair organizational practices enhance employees’ psychological attachment to the organization, which in turn improves their performance. This study provides practical implications for human resource management, emphasizing the importance of fairness in managerial practices to strengthen organizational identification and enhance employee performance, particularly in strategic public service organizations such as PLN.