<![CDATA[This study was motivated by the importance of improving employee performance in public sector organizations to deliver effective, efficient, and high-quality services. Employee performance is influenced by various factors, including employee engagement, perceptions of organizational justice, and Organizational Citizenship Behavior (OCB). Employees who are highly engaged and perceive their organization as practicing fairness tend to exhibit more positive work behaviors, including a willingness to engage in voluntary behaviors beyond the formal requirements of their jobs. Therefore, this study examines the role of OCB as a mediating variable in the influence of employee engagement and perceptions of organizational justice on employee performance at the Pandeglang Regency Environmental Agency. This study aims to analyze the effect of employee commitment on employee performance, the effect of perceived organizational justice on employee performance, the effect of employee commitment on OCB, the effect of perceived organizational justice on OCB, the effect of OCB on employee performance, and to analyze the mediating role of OCB in the relationship between employee commitment and perceived organizational justice on employee performance. This study employed a quantitative approach using the PLS-SEM method. Research data were collected through the distribution of questionnaires to employees of the Pandeglang Regency Environmental Agency and analyzed using SmartPLS software version 4.1.1.8. Testing was conducted through outer model analysis, inner model analysis, and hypothesis testing. The results indicate that employee commitment has a positive and significant effect on employee performance and on OCB. Perceived organizational justice also has a positive and significant effect on employee performance and on OCB. Furthermore, OCB has a positive and significant effect on employee performance. In addition, OCB was found to mediate the effect of employee commitment on employee performance and to mediate the effect of perceived organizational justice on employee performance. Based on the research results, it can be concluded that all research hypotheses were accepted. Employee commitment is the factor that exerts the strongest influence on OCB; perceptions of organizational justice also play a crucial role in shaping OCB and enhancing employee performance. These findings indicate that improvements in employee performance are influenced not only directly by employee commitment and perceptions of organizational justice but also through enhanced OCB]]>
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