The Relationship between Organisational Justice and Professional Mobility within the Industrial Organisation: A Field Study at the FERPHOS Company in Tébessa

This study explored the relationship between organisational justice and professional mobility at the FERPHOS Company in Tébessa. The study population consisted of 75 employees. The field research method was adopted because of its suitability to the subject's nature, and a comprehensive survey approach was employed. Data collection relied primarily on observation and the questionnaire as the primary tool. The study yielded the following results: 1 - Distributive justice significantly discouraged employees from considering job transfers within the organisation. This dimension was pivotal in enhancing performance effectiveness, fostering organisational loyalty, and reinforcing the desire to maintain one’s position. 2 - Procedural justice contributed to ensuring objective standards for promoting employees within the organisation in terms of salary, bonuses, incentives, training, and advancement. This directly influences employees' relationships with the organisation and their perceptions of work. 3 - Interactional justice plays a prominent role in the absence of employee turnover within the organisation, creating a work environment characterised by understanding, cooperation, and freedom. This, in turn, helped increase employee morale, fostered a spirit of initiative, and ultimately achieved job stability among workers.