Academia Open
Vol 8 (2023): June (in progress)
Business and Economics

The Effect of Organizational Justice and Career Development on the Performance of Carpenter Equipment Employees through Employee Engagement as an Intervening Variable in Mojokerto City
Pengaruh Keadilan Organisasi dan Pengembangan Karir Terhadap Kinerja Karyawan Tukang Kayu Melalui Employee Engagement Sebagai Variabel Intervening di Kota Mojokerto


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  • Ana Komariya,
  • Dewi Andriani*
Ana Komariya
Universitas Muhammadyah Sidoarjo, Indonesia
Dewi Andriani
Universitas Muhammadyah Sidoarjo, Indonesia *

(*) Corresponding Author
Picture in here are illustration from public domain image or provided by the author, as part of their works
DOI: https://doi.org/10.21070/acopen.8.2023.3533
Published June 26, 2023
Keywords
  • Organizational Justice,
  • Career Development
How to Cite
Komariya, A., & Andriani, D. (2023). The Effect of Organizational Justice and Career Development on the Performance of Carpenter Equipment Employees through Employee Engagement as an Intervening Variable in Mojokerto City. Academia Open, 8, 10.21070/acopen.8.2023.3533. https://doi.org/10.21070/acopen.8.2023.3533

Copyright (c) 2023 Ana Komariya, Dewi Andriani

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This work is licensed under a Creative Commons Attribution 4.0 International License.

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Abstract

This study aims to determine the effect of organizational judgment and career development on employee performance through employee engagement as an intervening variable at PT. Wood Veneer Adi Perkasa Mojokerto City. This research uses quantitative research with hypothesis testing. The sample used in this study were 105 employees at Pt. Adi Perkasa Wood Veneer in Mojokerto City. The analytical tool used in this research is path analysis technique with the help of statistical software version 24. The primary data in this study was obtained from a questionnaire whose measurement was using a Likert scale which was tested for validity and reliability.The results of this study prove that (1) organizational justice is positively and significantly related to Employee Engagement (2) career development is related and positive to employee engagement, (3) organizational justice is positively and significantly related to employee performance, (4) career development is related and positive on employee performance, (5) employee engagement is positively and significantly related to employee performance, (6) organizational justice is positively and significantly related to employee performance through employee engagement, (7) career development is positively and significantly related to employee performance through employee engagement

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