THE Relationship Between Organizational Justice, Organizational Commitment And Innovative Work Behavior Of Civil Servants In Davao De ORO

Abstract

The lack of thorough research into how government workers in Davao de Oro align their jobs and whether they receive proper incentives, perks, and mental health care has left gaps in our understanding of their efficacy. This research sought to address these gaps by providing civil servants with an opportunity to share their experiences and viewpoints.  A quantitative method contextualized the linkages between innovative work behavior, organizational commitment, and organizational justice. Additionally, these phenomena were thoroughly evaluated using a descriptive-correlational study approach. The respondents were 150 employees from specific Davao de Oro Local Government Units (LGUs), with a focus on those with relevant work experience, especially those in supervisory positions. Findings revealed that innovative work behavior among civil servants in Davao de Oro was evident, as employees demonstrated adaptability, strategic thinking, and dedication to organizational development. The status of organizational justice was highly demonstrated, indicating that civil servants perceived their work environment as fair and just, fostering trust, morale, and commitment. Furthermore, organizational commitment was often evident, suggesting that civil servants exhibited a positive emotional attachment, identification, and loyalty toward their organization, aligning with its goals and values. Crucially, correlation analysis revealed a significant, moderate positive relationship between organizational justice and innovative work behavior (r = .449, p < .05), as well as a significant, moderate positive relationship between organizational commitment and innovative work behavior (r = .442, p < .05). These results indicate that higher perceptions of workplace fairness and stronger institutional loyalty directly correspond to increased creative and problem-solving actions among personnel. This study contributes to a deeper understanding of the factors that influence civil servants' effectiveness, guiding future improvements in public-sector management and policymaking.