This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE’s companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

Abstract
1. Introduction
2. Literature Review
    2.1. Person-Organization Fit, Job Satisfaction,Organizational Commitment, OCB, andEmployee Performance
    2.2. Effect of Organizational Justice on JobSatisfaction, Organizational Commitment,OCB and Employee Performance
    2.3. Effect of Job Satisfaction on OrganizationalCommitment, OCB and EmployeePerformance
3. Research Methods and Materials
    3.1. Samples
    3.2. Measurement
4. Results and Discussion
    4.1. Statistical Results
    4.2. Discussion
    4.3. Theorethical and Managerial Implication
5. Conclusions
References

• Siti HAERANI(Department of Management, Faculty of Economics and Business, Universitas Hasanuddin)
• SUMARDI(Department of Management, Faculty of Economics and Business, Universitas Hasanuddin)
• Wardhani HAKIM(Department of Management, Faculty of Economics and Business, Universitas Hasanuddin)
• HARTINI(Department of Economics Science, STKIP Pembangunan Indonesia)
• Aditya Halim Perdana Kusuma PUTRA(Department of Management, Faculty of Economics and Business, Universitas Muslim Indonesia) Corresponding Author.