| Summary: | The purpose of this research is to identify the impact of perceived organizational justice (POJ) and perceived organizational support (POS) on the individual performance (IP) of employees, directly or by the mediation of POJ, considering the moderating role of psychological contract violation (PCV). The study uses a structured questionnaire to gather data from a cross–sectional sample of 407 employees. Structural Equation Modelling (SEM) is used to test the proposed hypotheses, and a multi-group analysis is conducted to identify how the perception of the PCV can impact on the suggested relations. The results show that POJ mediates the relationship between POS and individual performance. However, the impact of POS on performance is not significant. It was also possible to conclude that the perception of the PCV moderates the relation between POS and IP and that this is mediated by POJ. This research contributes to a better understanding of the impacts of organizational justice, introducing the role of POS and PCV as mediating and moderating variables, respectively. The global results of this study contribute to a better understanding of behaviours and attitudes of employees and managers, and can inform strategies to secure positive company and employee outcomes.
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