Abstract
The purpose of this study is to examine the relationship between Job Performance (JP) factors and employees’ intrinsic Career Advancement (CA). In addition, this study attempts to explore the roles of Organizational Justice (OJ) as moderator in the relationship between JP factors and employees’ intrinsic CA in the context of Malaysia. In particular, this study investigated the roles of distributive justice, procedural justice and interactional justice as moderators in the relationship between job perfor