The main purpose of this study is to examine the role of organizational justice on job performance of employees in a selected private manufacturing company in Malaysia. This study which empirically examined the direct effect of perceived distributive, procedural and interactional justice on job performance employed a quantitative research method and involved a total of 142 respondents. Prior to actual study, a pilot study was conducted in order to assess the reliability and appropriateness of the measurements used. The data gathered was analysed by using SPSS Version 23. The research finding showed a positive association between distributive, procedural and interactional justice on employees' job performance. The findings also showed that distributive justice tend to be the strongest contributor of employees' job performance compared to procedural justice and interactional justice. Theoretical discussion, practical implications, limitations of the study and suggestions for future research were also being discussed.

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