Evaluation of organizational justice and its association on commitment in a public institution in Northeastern Peru

Abstract

This study examined the association between organizational justice and organizational commitment among employees of the Regional Government of Loreto, Peru, addressing the limited empirical evidence available for public institutions in developing regions. A quantitative, non-experimental, cross-sectional, descriptive-correlational design was adopted. Data were collected from 242 employees selected through non-probability convenience sampling. Organizational justice was measured across four dimensions (procedural, distributive, interpersonal, and informational justice), while organizational commitment was assessed through affective-normative and continuance commitment. Instrument reliability was confirmed using Cronbach’s alpha, and Spearman’s rho was employed to examine the associations between variables due to the non-normal distribution of the data. The findings revealed a statistically significant positive association between organizational justice and organizational commitment (Rho = 0.687, p < 0.000). Among the dimensions of organizational justice, distributive justice (Rho = 0.661) and procedural justice (Rho = 0.618) exhibited the strongest associations with organizational commitment, whereas interpersonal justice (Rho = 0.476) and informational justice (Rho = 0.415) showed moderate positive relationships. These findings suggest that employees who perceive greater fairness in organizational procedures, resource distribution, interpersonal treatment, and communication tend to demonstrate stronger commitment toward their institution. The study provides empirical evidence supporting the importance of strengthening organizational justice practices in public organizations and highlights the need for transparent decision-making, equitable resource allocation, and fair management policies to enhance employee commitment and improve institutional effectiveness.