Research On The Influence Of Organizational Justice On Work Performance

Nowadays in China,the self-expression orientation of people's behavior,the integration of Chinese and western cultures,the psychological demand characteristics of new employees,China's economic transformation and the redistribution of resources have made people pay more and more attention to justice,and employees have higher requirements on the environment of organizational justice.Scholars have concluded that in the Chinese context,the sense of organizational justice plays an incentive role in employee work performance.However,in management practice,managers find that different employees have different work performance under the same perception of organizational justice.Theoretical researchers believe that the direct effect of organizational justice on job performance cannot fully explain this phenomenon.Therefore,the research focuses on the mechanism of organizational justice's effect on work performance,so as to find the reasons and make organizational justice better play its role in motivating employees' work performance.Based on the relevant research results of scholars and the theories of justice,behavioral psychology and psychological capital,this study explores the mechanism of organizational justice's effect on work performance from the perspective of individual psychological state with psychological capital as the intermediary,and defines the theoretical application conditions with Chinese tradition as the adjustment variable.Firstly,relevant literatures of domestic and foreign scholars were sorted out to determine the concepts and dimensions of organizational justice,psychological capital,job performance and traditional Chinese characteristics,and the maturity scale developed by Chinese scholars was determined as a measurement tool,so that the constructs could become a researchable variable.The relationship between organizational justice and work performance,the intermediary role of psychological capital and the traditional regulating role of Chinese people are proposed and the research model is constructed.Secondly,the study was conducted by survey research.SPSS20.0 software and STATA14.0 software were used to analyze the relevant data of 1007 front-line service employees.A small sample survey was conducted to analyze the survey data and purify the scale to form a formal questionnaire and conduct aquestionnaire survey.Descriptive data analysis,factor analysis,correlation analysis,regression analysis were performed to verify whether the hypothesis was established and whether the research model was reasonable.The effect of demographic characteristics on psychological capital and traditional Chinese was analyzed by using the one-way difference test.Finally,the research conclusions were analyzed and discussed,and management Suggestions were proposed to managers based on the research conclusions.At the end of the paper,the deficiency of the research and the prospect of future research are described.The conclusions are as follows:Firstly,conclusion of direct effect study.Organizational justice positively affects job performance;Information justice has no significant impact on task performance and learning performance,but has significant impact on peripheral performance and innovation performance.Besides information justice,other dimensions of organizational justice have significant positive effects on all dimensions of work performance.Secondly,conclusion of mediating study.psychological capital plays a complete intermediary role between organizational justice and job performance;Working psychological capital plays a significant but incomplete intermediary role between the dimensions of organizational justice and job performance;Interpersonal psychological capital plays a significant but incomplete mediating role between the dimensions of organizational justice and job performance.Thirdly,Conclusion of regulatory study.Chinese tradition plays a negative role in regulating organizational justice and job performance.It plays a negative role in the influence of organizational justice on work performance too.Finally,The effect of demographic characteristics.There were significant differences in psychological capital among different age groups,but there was no order.There are significant differences in psychological capital between different years of working,which is not orderly.The traditional character of Chinese people with different educational levels is significantly different,showing a negative order,that is,the higher the educational level,the lower the traditional character of Chinese people.The research has the following innovations: first,it studies the influence oforganizational justice on work performance through psychological capital.This is a new mediating variable from the perspective of individual's internal mental state,and a new path to uncover the internal mechanism of organizational justice affecting work performance.Second,Chinese tradition is the moderating variable between organizational justice and work performance,which takes into account people's cognitive differences,values differences and behavioral intention differences under the influence of different cultures.The new limitation of organizational justice influence on work performance theory is proposed.