Research On The Relationship Between Organizational Justice Of Employee And Job Performance

Organizational justice and job performance has always been concerned by people, it has get the more attention of staff and manager with modern enterprise's development. Organizational justice is concerned with the enterprise resource allocation problem about whether fair and reasonable, including not only staff salary distribution, but including employees can have fair to participate in the enterprise management decision-making opportunity, and the organizational justice and employee performance are closely related , improving organizational justice can effectively improve performance of employees, but also improve the organizational performance, to bring enterprise for good benefits.This paper focuses on the organizational justice structure dimensions and job performance structure dimensions , and analyse the effect of the organizational justice to job performance. The research content is divided into three parts: the first part is through the domestic and international scholars about the analysis of organizational justice scale and job performance scale, then concludes the organizational justice scale and job performance scale of this paper, and then through gather data, using principal component analysis to divide the organizational justice dimensions and job performance dimensions; The second part is to analyse the effect of the organizational justice to job performance by regression analysis; The third part is to analyse the effect about the effect of the organizational justice to job performance by the single factor analysis and regression analysis for the demographic variable.this paper are as follows:1. Employee organizational justice includes four dimensions, namely the distribution fairness, procedure fairness, leadership justice and information equity; Employee work performance also includes four dimensions, namely task performance, interpersonal performance, adaptive performance and effort performance;2. All dimensions of organizational justice to explain organizational justice function from strong to weak as follows: distribution fairness, information fairness, procedure fairness and leadership fairness; Job performance dimensions to job performance explain function from strong to weak as follows: task performance, adaptive performance, interpersonal performance, effort performance;3. All dimensions of staff organizational justice and all dimensions of job performance is positive correlation, 4. Employee organizational justice to the work performance has predict function. Distribution fairness , procedure fairness, leadship justice and information equity have a common predict function on task performance , from strong to the weak as follows: leadership fairness, procedure fairness, information fairness and distribution fairness; Leadership fairness and information fairness have common prediction function on interpersonal performance, from strong to the weak as follows: leadership fairness, information equity; Procedure fairness, leadship justice and information fairness have common predict function on adaptive performance, from strong to the weak as follows: leadership fair, procedure fairness , information equity; distribution fairness, leadership fairness and information fairness have common predict function on effort performance, from strong to the weak as follows: leadership fairness, information fairness and distribution fairness.