Digital Inclusion and Learning Enablement for Organizational Justice in Gen Z Workforce

Generation Z, as digital natives, enter the workforce with expectations of fairness, inclusion, and access to digital resources. However, mismatches between expectations and organizational realities remain common in developing countries. This study examines the influence of digital learning enablement and digital inclusion on perceptions of organizational justice among Generation Z employees in Indonesian national companies during the post-pandemic era. A quantitative survey was conducted with 138 valid respondents aged 20–27 in Jakarta, complemented by exploratory qualitative interviews. Measurement items were adapted from established scales and validated using factor analysis and reliability testing. Multiple regression analysis was employed to test the proposed hypotheses. Both digital learning enablement (β = 0.380, p < 0.05) and digital inclusion (β = 0.316, p < 0.05) were found to have a positive and significant influence on organizational justice. The model explained 75.8% of the variance in organizational justice. Findings highlight the importance of equitable access to technology, inclusive digital training, and transparent practices in sustaining fairness in the digital workplace. This study extends organizational justice research to the Indonesian context, contributing new insights from a developing economy. Practical implications are provided for companies and policymakers to design inclusive digital transformation strategies aligned with Sustainable Development Goals (SDG 4, 8, and 10).