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