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Advances in Social Sciences Research Journal – Vol. 8, No. 8
Publication Date: August 25, 2021
DOI:10.14738/assrj.88.10660. Romadhoni, E. F., Haryono, S., & Nuryakin. (2021). The Mediating Role of Work Satisfaction on the Effect of Organizational Justice
on Employee Engagement. Advances in Social Sciences Research Journal, 8(8). 196-207.
Services for Science and Education – United Kingdom
The Mediating Role of Work Satisfaction on the Effect of
Organizational Justice on Employee Engagement
Erica Fricillia Romadhoni
Master of Management Program, Post Graduate Program
Universitas Muhammadiyah Yogyakarta, Indonesia
Siswoyo Haryono
Master of Management Program, Post Graduate Program
Universitas Muhammadiyah Yogyakarta, Indonesia
Nuryakin
Master of Management Program, Post Graduate Program
Universitas Muhammadiyah Yogyakarta, Indonesia
ABSTRACT
This research evaluates the mediation role of job satisfaction on the effect of
organizational justice on employee engagement among temporary employees at
Universitas Muhammadiyah Yogyakarta. The population of temporary employees
at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The
analysis employed Smart PLS 3.0. The results show that organizational justice
affects job satisfaction, and job satisfaction significantly affects employee
engagement. Job satisfaction has a mediation role in the effect of organizational
justice on employee engagement among temporary employees at Universitas
Muhammadiyah Yogyakarta. The benefit of the research is that improving
employee engagement would be adequate by increasing both job satisfaction and
organizational justice.
Keywords: Organizational Justice, Job Satisfaction, Employee Engagement, Temporary
Staff.
INTRODUCTION
Before an organization is established, the first thing to do is develop strategies and goals that
will be achieved when the organization is established [1]. The entry of humans in the era of
globalization adds to the intense competition in various fields. The quality of work is now also
a fierce competition where good performance and job satisfaction will undoubtedly be an
added value sought after. Various assessments of the quality of job satisfaction can be seen from
how the level of creativity, innovation, and productivity is carried out at work to feel and enjoy
their work satisfaction. The higher the level of employee job satisfaction, this will undoubtedly
encourage employees to flock to create innovations in doing their work.
According to [2], Human Resource (HR) has an essential role in every company's activity. The
problem of human resources is central to the attention and based on the company's survival in
the age of globalization. Their facilities and infrastructure will support the funding sources, but
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Romadhoni, E. F., Haryono, S., & Nuryakin. (2021). The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee
Engagement. Advances in Social Sciences Research Journal, 8(8). 196-207.
URL: http://dx.doi.org/10.14738/assrj.88.10660
without the support of HR professionals, the company issues will not be adequately resolved.
Human resource is the key that must be considered for all needs. As the primary source, HR will
ensure the implementation of company activities from planning to controlling. In a business
environment changing with cep at, urging the company to acquire, improve and maintain the
human resources that have the quality more necessary mobilization in harmony with
environmental dynamics. Therefore, HR can mobilize a team; work processes can be developed,
and HR becomes fundamental. The replacement and promotion of HR positions can essentially
support the success of the organization. As the organization's driving force, HR is strongly
influenced by the participants' attitude (participants). HR participation in the organization is
regulated with the authority and responsibility that employees must realize by standards or
benchmarks that are legalized and approved by employees and leaders.
Employees have an essential role in ensuring the development of the company. Employees must
carry out tasks scheduled to reach employment goals and the best performance standards and
assess their performance over a specific period. The description above proves that performance
evaluation cannot be separated from the organization. Every organization will always try to
improve the ability of its employees while hoping that the company's goals can be achieved.
Good employee performance is the key to organizational success. A high level of employee
participation is also needed. Employees who have great engagement will support their work
and care about their work [3].
Employees' involvement can generate successful companies, one of which relates to
performance. [4] states that if an employee feels related to the company, three general
behaviors will increase, namely (3S) Say (positive dialogue about the organization), Stay (stay
in the organization), and Strive (motivated to work seriously. Employee engagement is a
psychological condition when employees are interested in the company's success and
motivated to raise their performance to the next level in requirements. It shows that employee
engagement is believed to transform individuals, teams, and companies [5].
The term " employee engagement " was argued by William Khan in 1990; engagement is the use
of self-and got a work organization as a form of participation through physical, cognitive, and
emotional use to hold their role in the workplace. Employee engagement is an emotional bond
and between employees and the work of Their intellectual, organizations, managers, co- workers, or the interplay of their efforts to improve their policies in the workplace [6]. In line
with this, employee engagement is a positive perspective, namely the perspective to
complete work-related matters, which is indicated through vigor (energy and mental resilience
in work), dedication (participation in work, as well as enthusiasm and challenges),
and absorption (focused and happy in the task) [7].
In the run to the pie, affinity for employees is one of the aspects that influence employees'
perception of organizational justice (organizational justice). A study conducted by [8] stated
that procedural justice and distributive justice are estimates of employee engagement. In other
words, when employees have great thoughts about justice in the organization, they will
undoubtedly feel responsible or required to play their role fairly by giving up more than their
level of engagement.
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Advances in Social Sciences Research Journal (ASSRJ) Vol. 8, Issue 8, August-2021
Services for Science and Education – United Kingdom
On the other hand, the lack of understanding of justice is often found in the organization. The
perceived job satisfaction is an individual thing. Each individual will have a different level of
satisfaction and value. The more relevant and many aspects of the job that provide output by
the individual's wishes, then it certainly will be the higher the perceived level of satisfaction.
The existence of job satisfaction meditation is an illustration of an assessment of the general
attitude possessed by a person and its relationship to a person's level of job satisfaction.
However, organizations usually miss one crucial point, where temporary employees are given
leniency for making mistakes. So that their level of participation, discipline, sensitivity is
weaker because they are considered only temporary employees who will leave the organization
at any time.
This level of job satisfaction does not only apply to those permanent workers who have worked
for an extended period. However, it also affects and applies to temporary staff who have a
shorter time. This study aims to analyze and find out what is the role of job satisfaction
mediation on the effect of organizational justice on the involvement of temporary staff working
at the Universitas Muhammadiyah, which has the aim of producing Muslim scholars who have
noble morals, are capable, confident, and able to improve their knowledge. Knowledge and
technology and benefit the ummah, country, and society. HR in an agency plays an important
role. One of the qualities of alumni is determined by the quality of human resources.
Given the critical role of HR, agency leaders are responsible for managing HR to apply the
management system. As a result, they can effectively and efficiently achieve the goals that have
been set together. This study aims to determine the effect of organizational justice on employee
engagement in the Universitas Muhammadiyah Yogyakarta employees. This research would
answer three main questions:
(1) Does organizational justice significantly affect job satisfaction?
(2) Does job satisfaction significantly affect employee engagement?
(3) Does organizational justice significantly affect employee engagement?
The research model could be drawn as illustrates in figure 1.
Figure 1. Research Model
RESEARCH METHODOLOGY
The design of this study is quantitative to evaluate the relationship between the variables,
namely: organizational justice, job satisfaction, and employee engagement. The population of
this research is 213 temporary employees of the Universitas Muhammadiyah Yogyakarta. The
data was gathered from 70 temporary employees of Universitas Muhammadiyah Yogyakarta as
WORK SATISF
ACTION
ORGANIZATIONAL JUS
TICE
EMPLOYEE ENGAG
EMENT