Dimensions of Organizational Justice and its Impact on Job Performance in the Libyan Banking System

A Field Study on a Sample of Employees in Commercial Banks in Sabha City

Abstract

The study aimed to identify the dimensions of organizational justice and their reflections on job performance in the banking organization in the city of Sabha 2025. The study sought to verify hypotheses indicating the existence of a correlational  elationship between the dimensions of organizational justice and job performance, the existence of statistically significant differences in the dimensions of organizational justice attributed to the variables of gender and educational level, and the presence of variation in the dimensions of organizational justice attributed to the variables of age, experience, and workplace. The study sample size reached (126) individuals. The study relied on the descriptive analytical approach and used a questionnaire as the study tool. The study reached a set of results, the most important of which are: - There is a positive (direct) correlation between the dimensions of organizational justice (distributive, procedural, and interactional) and job performance.- There are differences in the dimensions of organizational justice (procedural and interactional) attributed to the age variable, in favor of the age group (40-49) (50-59). - There is variation in the dimensions of organizational justice attributed to the workplace variable for all three dimensions, in favor of the Central Bank.