A Psychological Investigation Into The Problem Of Organizational Justice

The organizational justice is an animated field in the area of motivation oforganizational behavior.It had got abundant achievements in the research of theoryand application,also,the research field are enriching and enlarging at this time inChina.From the Adams traditional equity theory to Leventhal's proceduraljustice ,6 criterions were expounded,that is ,consistency rule,bias suppressionrule,accuracy rule,correctability rule, representative rule, moral and ethicalrule.Then the interactional justice turned up,till the Greenberg's interpersonaljustice and informational justice,the organizational justice research undergone anprocession of enlarging and enriching ,and from the research of distraction tointegration systematically.The debating of organizational justice structure are not finished,forexample,the differentiation of interpersonal justice and informational justice isnecessary or not.The compile of questionnaires to measure organizational justiceare according to the representative scholar,but there is some debation on theelements and their relations of organizationalJustice and their effects of different dimensions on the employee's feeling andbehaviors in the organization.There is three viewpoints about the relationship between organizationaljustice and employee's behaviors.That is Leventhal's distributive dominancemodel,Sweeny and Mcfarlin's two –factors model and Bies-Moag's agent –systemmodel.The main viewpoints indicated that distributive justice had the mostexplanative effect on person-referenced outcomes,procedural justice had the mostexplanative effect on organizational-referenced outcomes,and interpersonal justicehad the most explanative effect on supervion-referenced outcomes,respectively.The effect on organizational concentrated on the outcome satisfaction,jobsatisfaction , organizational commitment , trust , evaluation of authority ,organizational citizenship behavior,withdrawal,negative reactions and etc.The mechanism of organizational justice formation including processingtheory and content theory.Adams traditional equity theory,Folger's referenceobjective cognition theory,and fairness heuristics theory are included in the theoryof process theory.Instrumental model,relational model,moral virtue model and soon are included in content theory.Although organizational justice has universal effects on employees'feelingand behaviors,the research on organizational injustice was very limited.Somenegative effects of organizational injustice,i.e,expression of hostility,withdrawalbehaviors,and overt aggression,were found on abroad.On the basis of the studiesreviewed,three kinds of possible problems on organizational injustice researchwhich included the difference between organizational justice and organizationalinjustice,the operationalization of organization injustice,the generalization oforganization injustice across culture.The research of organizational justice can be divided into 5 stages,and thefuture research orientation is integration.The research in our country must combinewith the Chinese context so as beneficial to organizational practice.