Implement transparent and fair policies

Oct 13, 2025 by wbrum.org 140 views

The Effect of Organizational Justice, Organizational Culture, and Job Satisfaction on Organizational Commitments in PT. PP London Sumatra Indonesia, Tbk.

In today's fast-paced business environment, understanding the dynamics that affect employee performance is crucial for the success of any organization. PT. PP London Sumatra Indonesia, Tbk, a leading company in the industry, has conducted a study to identify the influence of organizational justice, organizational culture, and job satisfaction on the organizational commitment of its employees. This research aims to examine the relationship between these variables and provide insights for management to improve employee commitment and productivity.

Background and Significance of the Study

Organizational commitment is a critical aspect of employee performance, as it directly affects job satisfaction, motivation, and productivity. Employees who are committed to their organization are more likely to be loyal, enthusiastic, and dedicated to their work. On the other hand, employees who lack commitment may experience low job satisfaction, high turnover rates, and decreased productivity. Therefore, understanding the factors that influence organizational commitment is essential for management to create a positive work environment and improve employee performance.

Methodology

This study employed a quantitative approach, using a survey research design to collect data from 49 respondents who were selected using purposive sampling. The data collection instrument consisted of questionnaires and study documentation, which were distributed to the respondents. The data were analyzed using descriptive statistics and multiple linear regression to examine the relationship between organizational justice, organizational culture, job satisfaction, and organizational commitment.

Results and Discussion

The results of the study show that both partially and simultaneously, organizational justice, organizational culture, and job satisfaction have a positive and significant influence on organizational commitment. This suggests that when employees feel treated fairly, are involved in positive organizational culture, and get satisfaction in their work, the level of their commitment to the organization will increase.

Organizational Justice

Organizational justice is an employee's perception of how fair they are treated in the work environment. Research shows that employees who feel that they get fair treatment are more likely to have a high commitment to the company. This is important because committed employees will usually be more loyal and productive. Organizational justice can be achieved through transparent and fair policies, which can increase employee trust and confidence in the organization.

Organizational Culture

Organizational culture reflects the values, norms, and practices that exist in an organization. A positive culture is able to create a supportive work environment, which in turn can increase employee enthusiasm and commitment. When employees feel connected to the organizational culture, they are more motivated to make a greater contribution. A positive organizational culture can be achieved through effective communication, teamwork, and leadership.

Job Satisfaction

Job satisfaction is related to the feelings and attitudes of employees towards their work. Employees who are satisfied with their jobs tend to be committed to the organization. This includes various aspects, such as salaries, work environment, relationships with coworkers, and opportunities to develop. Job satisfaction can be achieved through fair compensation, opportunities for growth and development, and a positive work environment.

Research Implications

This study has an important implication for the management of PT. PP London Sumatra Indonesia, Tbk. To increase employee commitment, management needs to focus on increasing organizational justice by implementing transparent and fair policies. In addition, building a positive organizational culture and creating programs to increase job satisfaction is also a crucial step. Management can achieve this by providing training and development opportunities, recognizing and rewarding employee contributions, and creating a positive work environment.

Conclusion

From the results of research that has been carried out, it can be concluded that organizational justice, organizational culture, and job satisfaction significantly affect organizational commitment at PT. PP London Sumatra Indonesia, Tbk. Therefore, it is essential for management to pay attention and develop these three aspects to create a more productive work environment and high employee loyalty. This will have a positive impact not only for employees, but also for the continuity and success of the organization as a whole.

Recommendations

Based on the findings of this study, the following recommendations are made:

Implement transparent and fair policies: Management should implement policies that are transparent, fair, and consistent to increase employee trust and confidence in the organization.
Build a positive organizational culture: Management should create a positive organizational culture by promoting effective communication, teamwork, and leadership.
Create programs to increase job satisfaction: Management should create programs to increase job satisfaction by providing fair compensation, opportunities for growth and development, and a positive work environment.
Provide training and development opportunities: Management should provide training and development opportunities to employees to increase their skills and knowledge.
Recognize and reward employee contributions: Management should recognize and reward employee contributions to increase employee motivation and commitment.

By implementing these recommendations, management can create a positive work environment and increase employee commitment, which will ultimately lead to improved productivity and organizational success.
Frequently Asked Questions (FAQs) about Organizational Justice, Organizational Culture, and Job Satisfaction

In this article, we will address some of the most frequently asked questions about organizational justice, organizational culture, and job satisfaction, and their impact on organizational commitment.

Q: What is organizational justice?

A: Organizational justice refers to an employee's perception of how fair they are treated in the work environment. It encompasses two aspects: distributive justice (the fairness of rewards and punishments) and procedural justice (the fairness of the procedures used to make decisions).

Q: Why is organizational culture important?

A: Organizational culture reflects the values, norms, and practices that exist in an organization. A positive culture can create a supportive work environment, increase employee enthusiasm and commitment, and ultimately lead to improved productivity and organizational success.

Q: What is job satisfaction?

A: Job satisfaction is related to the feelings and attitudes of employees towards their work. It encompasses various aspects, such as salaries, work environment, relationships with coworkers, and opportunities to develop.

Q: How can I increase job satisfaction?

A: To increase job satisfaction, you can:

Provide fair compensation and benefits
Offer opportunities for growth and development
Create a positive work environment
Recognize and reward employee contributions
Encourage open communication and feedback

Q: What is the relationship between organizational justice, organizational culture, and job satisfaction?

A: Organizational justice, organizational culture, and job satisfaction are interconnected. When employees feel treated fairly (organizational justice), they are more likely to be involved in a positive organizational culture, which can increase job satisfaction. Conversely, when employees are satisfied with their jobs (job satisfaction), they are more likely to perceive the organization as fair and just (organizational justice).

Q: How can I measure organizational commitment?

A: Organizational commitment can be measured using various scales, such as the Organizational Commitment Scale (OCS) or the Job Satisfaction Scale (JSS). These scales assess an employee's level of commitment to the organization, including their intention to stay with the organization, their willingness to exert extra effort, and their identification with the organization.

Q: What are the implications of this study for management?

A: The findings of this study suggest that management should focus on increasing organizational justice, building a positive organizational culture, and creating programs to increase job satisfaction. By doing so, management can create a more productive work environment and increase employee commitment, which will ultimately lead to improved productivity and organizational success.

Q: How can I apply the findings of this study to my organization?

A: To apply the findings of this study to your organization, you can:

Conduct a survey to assess employee perceptions of organizational justice, organizational culture, and job satisfaction
Develop and implement policies and programs to increase organizational justice and job satisfaction
Create a positive organizational culture by promoting effective communication, teamwork, and leadership
Provide training and development opportunities to employees to increase their skills and knowledge
Recognize and reward employee contributions to increase employee motivation and commitment

By applying the findings of this study, you can create a more productive work environment and increase employee commitment, which will ultimately lead to improved productivity and organizational success.