العدالة التنظيمية و أثرها على الكفاءة المهنية دراسة ميدانية في مؤسسة سونلغاز بولاية الجلفة

Abstract

Both professional competence and organizational justice constitute pivotal elements in the development of contemporary institutions. Professional competence aims to ensure the sustainability and growth of the organization and relies on fundamental tools, including continuous training, skill development, an effective performance evaluation system, material and moral incentives, and the provision of a supportive and safe work environment. It also depends on knowledge management, experience sharing, and the provision of modern technologies and tools necessary for high-efficiency work performance. Organizational justice, on the other hand, represents an integrated system that establishes a value-based, ethical, and legal framework within the organization. It ensures equality and equal opportunities in internal dealings among employees in terms of rights, duties, performance evaluation, rewards, and promotions. It also governs external relationships with clients, suppliers, and stakeholders through the organization's commitment to standards of transparency, integrity, and social responsibility. This framework strengthens organizational trust and creates a healthy work environment that supports institutional performance and ensures sustainability in operations. At the core of this dual relationship, the individual employee emerges as a dynamic element, influenced by these two concepts and simultaneously influencing them. The employee serves as the fundamental link in translating the principles of organizational justice into high professional competence. When employees perceive fairness and equitable treatment, their commitment and performance improve. Fairness in task distribution, rewards, and development opportunities motivates them to invest their abilities and enhance their skills. Furthermore, clear standards and procedures enable employees to understand their job requirements and achieve higher productivity levels. This makes organizational justice a key driver of professional competence, contributing to achieving the organization's goals and fostering a positive work environment. Integrating professional competence and organizational justice, with a central focus on the employee, presents a fundamental challenge for modern management. Achieving this requires ongoing efforts to develop capabilities, improve performance, and ensure a fair and motivating work environment that meets employees' rights and needs. The organization's success depends on its ability to merge the requirements of professional competence with the principles of organizational justice into an integrated system that achieves institutional goals and safeguards employees' rights. This study examined the relationship between organizational justice and professional competence, targeting a stratified sample of 265 workers in the Sonelgaz company in Djelfa. The study aimed to explore the impact of organizational justice on the professional competence of employees. The study concluded that there is a positive relationship between organizational justice and the professional competence of workers at the Sonelgaz company in Djelfa. This relationship was manifested through three main dimensions of organizational justice: distributive justice, procedural justice, and interactional justice. These findings emphasize the vital role of organizational justice in enhancing employees' professional competence, highlighting its importance in improving the organization's overall efficiency.