This study examines the role of organizational justice, leadership behavior, employee participation in decision-making, and organizational support in enhancing job engagement and organizational performance. Drawing on descriptive and statistical analyses of questionnaire responses from employees in the Department of Religious Education, the study explores the organizational factors that contribute to employee commitment, efficiency, and continuous improvement. The findings indicate a generally positive orientation toward organizational loyalty, suggesting that employees demonstrate a favorable level of commitment to their institution. Organizational justice emerged as the most influential factor among the dimensions examined, followed by participation in decision-making, leadership behavior, and organizational support and self-affirmation. The findings also suggest that effective leadership practices and a supportive organizational environment contribute to employee engagement and improved job performance. Nevertheless, certain administrative limitations remain and require further attention. Based on these findings, the study recommends strengthening participatory management, encouraging teamwork, reducing communication barriers between management and employees, and expanding professional development programs. Greater emphasis on organizational support, employee empowerment, and continuous training may further improve institutional effectiveness and employees' capacity to contribute to organizational objectives. The study highlights the importance of integrating fair administrative practices with supportive leadership and employee participation to foster a more engaged, productive, and adaptable workforce.
The Impact Of Mutual Leadership (Member Leader) On Six Sigma Analytical Study In A Group Of Government Departments
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References
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