Abstract
In today’s highly dynamic and ever-evolving business environment, a variety of factors significantly influence organizational performance, with the human element standing out as one of the most critical components. The attitudes, emotions, and behaviours exhibited by employees are essential not only for the survival but also for the longterm success of organizations. Among the many factors affecting organizational outcomes, organizational justice and employee engagement hold particular importance, especially in enabling employees to contribute effectively to overall organizational performance. This is especially true in the construction sector, where engagement and fairness can directly impact project success. This study investigated the mediating role of employee engagement in the relationship between organizational justice and organizational performance. To this end, 476 self-administered questionnaires were distributed to engineers working within Jordanian construction companies. The gathered data were rigorously analysed using Structural Equation Modelling (SEM) techniques, implemented through IBM-SPSS-AMOS version 24.0 software. The findings revealed that both organizational justice and employee engagement exert positive and statistically significant effects on organizational performance. Furthermore, organizational justice was demonstrated to have a beneficial impact on employee engagement. Most notably, employee engagement was found to partially mediate the relationship between organizational justice and organizational performance. Based on these results, promoting and fostering employee engagement is deemed crucial for enhancing organizational performance, particularly in scenarios where employees perceive the presence of fairness and equity within their workplace environment.
Keywords: Construction Companies, Employee Engagement, Jordan, Organizational Justice, Organizational Performance.