Pusat Studi Ekonomi, Publikasi Ilmiah dan Pengembangan SDM
Login


ECOTECHNOPRENEUR : Journal Economics, Technology And Entrepreneur

 Submit manuscript

THE EFFECT OF ORGANIZATIONAL JUSTICE ON EXTRINSIC MOTIVATION, INTRINSIC MOTIVATION, JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN THE BANKING SECTOR

Vol. 4 No. 04 (2025): ECOTECHNOPRENEUR : JOURNAL ECONOMICS, TECHNOLOGY AND ENTREPRENEUR:
DOI : https://doi.org/10.62668/ecotechnopreneur.v4i04.2067
Published : Dec 31, 2025

Saldiansyah Sabara (1), Nasrul Nasrul (2), Hayat Yusuf (3), Muhammad Masri (4)

(1) Halu Oleo University, Indonesia
(2) Halu Oleo University, Indonesia
(3) Halu Oleo University, Indonesia
(4) Halu Oleo University, Indonesia
Fulltext View | Download

Abstract:

This study employs a quantitative explanatory approach to examine the direct effects of organizational justice on extrinsic motivation, intrinsic motivation, job satisfaction, and employee performance in the banking sector. Data were collected using a five-point Likert scale questionnaire and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS software. The results indicate that organizational justice has a positive and significant effect on extrinsic motivation, intrinsic motivation, and job satisfaction. Furthermore, extrinsic motivation and intrinsic motivation have a positive and significant effect on job satisfaction, while job satisfaction significantly influences employee performance. These findings emphasize the importance of organizational justice in fostering motivation, enhancing job satisfaction, and improving employee performance within banking organizations

References

Colquitt, J. A., & Shaw, J. C. (2013). HOW SHOULD ORGANIZATIONAL JUSTICE BE MEASURED? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice (pp. 113–152). Psychology Press.

Cropanzano, R., Ambrose, M. L., Greenberg, J., & Cropanzano, R. (2001). PROCEDURAL AND DISTRIBUTIVE JUSTICE ARE MORE SIMILAR THAN YOU THINK: A MONISTIC PERSPECTIVE AND A RESEARCH AGENDA. Advances in Organizational Justice, 119, 351–360.

Dewi, S. R., Gentari, R. E., Soeumaro, & Marshilfi, E. (2024). THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND TEAMWORK TOWARDS EMPLOYEE PERFORMANCE WITH INTRINSIC MOTIVATION AS AN INTERVENING VARIABLE. International Journal of Science and Society, 6(1), 491–502.

Fuadi, F. (2021). BANK DAN LEMBAGA KEUANGAN NON BANK (TEORI DAN APLIKASI). Penerbit Adab.

Herminingsih, A., & Magfuroh, K. (2024). PENGARUH KOMITMEN DAN KEADILAN ORGANISASI TERHADAP TURNOVER INTENTION. CV. Green Publisher Indonesia.

Liana, S., & Putra, H. B. (2022). PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEADILAN ORGANISASI TERHADAP KINERJA KARYAWAN (STUDI PADA PERUSAHAAN VENEER DAN PLYWOOD KABUPATEN KENDAL). YUME: Journal of Management, 5(1), 205–216.

Masrukin, M. H., & Wijayanto, H. (2018). PENGARUH KEADILAN ORGANISASI DALAM PENILAIAN KINERJA TERHADAP KEPUASAN PENILAIAN DAN KINERJA KARYAWAN. Jurnal Manajemen Teori dan Terapan, 11(3), 231–251.

Raihan, M., Nasution, M. L. I., & Daulay, A. N. (2024). ANALISIS DAMPAK PERKEMBANGAN TEKNOLOGI AI DALAM MENINGKATKAN EFISIENSI OPERASIONAL BANK SYARIAH (STUDI KASUS BANK SUMUT KANTOR CABANG SYARIAH MEDAN RINGROAD). JESYA (Jurnal Ekonomi dan Ekonomi Syariah), 7(2), 2049–2062.

Rasyid, M. R., Sjahruddin, H., & Data, M. U. (2024). KONTRIBUSI KEADILAN ORGANISASI DAN KARAKTERISTIK INDIVIDU TERHADAP KINERJA PEGAWAI. Jurnal Bina Bangsa Ekonomika, 17(2), 1365–1374.

Sidik, R., Pogo, T., & Nugroho, R. E. (2022). PENGARUH MOTIVASI INTRINSIK DAN MOTIVASI EKSTRINSIK TERHADAP KINERJA KARYAWAN PT. BAWANA MARGATAMA. PROCURATIO: Jurnal Manajemen dan Bisnis, 10(1), 1–12.

Siregar, S., Effendy, S., & Ritonga, S. (2022). PENGARUH MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PENGOLAHAN PTPN III RANTAU PRAPAT. Journal of Education, Humaniora and Social Sciences (JEHSS), 4(3), 1971–1982.

Syafitri, A., Sesmiarni, Z., & Devi, I. (2023). PERAN KEPALA SEKOLAH DALAM MENINGKATKAN KEPUASAN KERJA GURU DI SMPN 2 TIGO NAGARI KABUPATEN PASAMAN. Innovative: Journal of Social Science Research, 3(2), 11401–11410.

Tawainella, A. Z., Madubun, J., & Bahasoan, A. (2024). DIMENSI KEADILAN ORGANISASIONAL TERHADAP KINERJA MELALUI KEPUASAN KERJA. Innovative: Journal of Social Science Research, 4(2), 7026–7039.

Trihatmojo, M. (2024). PENGARUH KEMAMPUAN KERJA, SELF-EFFICACY, DAN KEADILAN ORGANISASIONAL TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA KARYAWAN PADA RSU ISLAM HARAPAN ANDA TEGAL (Doctoral dissertation, Universitas Pancasakti Tegal).

Ugaddan, R. G., & Park, S. M. (2019). DO TRUSTFUL LEADERSHIP, ORGANIZATIONAL JUSTICE, AND MOTIVATION INFLUENCE WHISTLE-BLOWING INTENTION? EVIDENCE FROM FEDERAL EMPLOYEES. Public Personnel Management, 48(1), 56–81.