The mediating effect of employee motivation on organizational justice and work engagement in the public sector

This study examined the influence of organizational justice on work engagement in the public sector, with employee motivation as a mediator. This study collected data using a structured questionnaire administered to middle and senior cadre staff of selected ministries in the public service in Nigeria. Data collected were analysed through PLS-SEM. The findings of the study revealed that the dimension of organisational justice has a significant influence on employee motivation and work engagement except for the influence of interactional justice on work engagement which cannot be confirmed. More so, the result also revealed that employee motivation partially mediates the relationship between the dimensions of organizational justice and work engagement, except for the relationship between interactional justice and work engagement, which shows a full mediation. The findings implied organizations’ need to promote fairness in decision-making about employee motivation and engagement should be considered. More so, employees must be treated fairly following the resources they have invested in the workplace. Public organization managers need to add efforts to comply with administrative rules and procedures, consult with the public, advance public interests, and implement fair procedures for decision-making and compensation.