The objective of this study was to investigate how various dimensions of organizational justice—namely distributive justice, procedural justice, and interactional justice—affect job engagement dimensions, which include job absorption, job dedication, and job vigor, among employees. This research highlights organizational justice and job engagement as critical variables. Employing a descriptive-analytical approach, the study identified a population of employees, with a target sample consisting of 202 individuals. Out of these, 177 questionnaires were returned and deemed valid for analysis. Appropriate statistical methods were utilized to analyze the data and address the study's inquiries. The findings revealed a statistically significant relationship between the dimensions of organizational justice and those of job engagement. Consequently, the study recommended that effective leadership should be pivotal in fostering organizational justice. Leaders are encouraged to maintain transparency in their decisions and actions while showcasing a firm commitment to justice, as this will likely motivate employees and improve their levels of job engagement.