The Study On The Employees' Relationship Among Organizational Justice, Organizational Identification And Job Satisfaction

Organizational justice is the subjective feeling of personal benefit relating to the system,policies and measures in organization,and it has a very close relationship with organizational objectives of the desired employee behavior,it is a important incentive factors to employees. The felling of the enterprise's Employees equity will greatly affect their work attitude and behavior. Fairness in organizations has already become an effective indicator that measure enterprise management level and reflect the competitiveness of enterprises . Improveing the staffs, organizational justice , the organization can enhance the performance and behavior of members ,motivate the staff's working enthusiasm,so as to promote organizational management performance . How to improve the enterprise staffs, organizational justice and the level of enterprise management and enhance the competitiveness of the enterprise, become a major issue of modern business management to be resolved.At first, this study review the past research results of relationship of the organizational justice and job satisfaction and the organization identity,based on the relationship between enterprise staff perception of organizational justice and job satisfaction,we joined the organization identity as interference variables,explore the mediating role of organizational identity between organizational justice (ie distributive justice,procedural justice and interactional justice) and job satisfaction . This study adopts employees of Zhengzhou,Pingdingshan,Wuhan as an example and sent out 460 questionnaires,and finally 332 questionnaires were proved to be valid. and conducted a questionnaire survey among their perception of organizational justice,organizational identity and job satisfaction,then the use of SPSS statistical analysis software empirical analysis of research hypotheses, and finally come to the conclusion of this study:(1) Organizational justice were significantly different on gender,age,work experience, education,jobs and other demographic variables.(2) The dimensions of organizational justice on job satisfaction was significantly positively correlated. Its three dimensions: distributive justice,procedural justice,interactional justice satisfaction showed a significant predictive effect to internal and external satisfaction.(3) The dimensions of organizational justice and organizational identification were significantly correlation; organizational identification and job satisfaction were positively correlated. (4) Organizational identification play a part mediating role between the dimensions of organizational justice and job satisfaction .