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Organizational justice is a topic popularized for Western bureaucracies but there is less known about its influence in Eastern cultures. This research tests how organizational justice moderates the relationship between political skill and career success in the Chinese public sector. Analysis reveals that four dimensions of political skill (networking ability, apparent sincerity, social astuteness, and interpersonal influence) correlate positively with career success (measured as perceived internal marketability and perceived career success). Although hypothesized that organizational justice would lessen the influence of political skill on career success as a result of the implementation of formal merit-based pay rules, findings show that political skill is only partially moderated. While lessening the value of social astuteness, a positive relationship between interpersonal influence and internal marketability remains.Points for practitioners:Profound changes in China’s salary system challenge traditional workplace customs. The implementation of merit-based pay requires a fair procedure for determining salary raises. In China, personalism remains a driving force because of the importance of guanxi. This affects how formal merit-based pay systems function in the East. Chinese culture tempers Western notions of organizational justice with its persistent reliance on political skill. This blend of worker behavior and career success, moderated by a conceptualization of organizational justice that embraces political skill, complicates the application of Western management systems in the East.