The Empirical Study On The Relationships Between Organizational Justice And Task Performance,Contextual Performance In The State-Owned Enterprises

This article studies on how to use justice treatment to motivate staffs, how to inspire the staffs' work performance, and in which condition the stimulus will be most effective. On the basis of the literature review and social exchange theory, the assumptions are made as following. Organizational justice can significantly predict work performance, and work attitudes (organizational commitment and job satisfaction) in the relations played a role as moderators. Organizational justice includes distributive justice, procedural justice and interactional justice, while the concept of performance has adopted Borman & Motowidle (1993)'s theory--contextual performance and task performance model.The revised questionnaires are handed out in two large state-owned enterprises, where 385 valid questionnaires were collected for the further analysis. The regression analysis is conducted between the organizational justice and work performance variables, then the conclusion is found that the distributive justice can significantly predict task performance and contextual performance; the procedural justice and interactional justice can only predict job dedication dimension of contextual performance.Then a hierarchical regression analysis is used to verify the role of organizational commitment and job satisfaction as moderators. But affective commitment and continuance commitment is found to be no significant moderators. Normative commitment's moderating role is significant negative in some paths; job satisfaction's moderating role is significant positive in some paths.Compared with other researches on justice and performance, this paper not only clarifies that different dimensions of organizational justice has different flu on task performance and contextual performance, but also puts these relations into different work attitude conditions, which reminded the managers that staff members should be motivated as well as the psychological and behavioral state is considered, or else the justice treatment of stimulation is ineffective. Conclusions in this study not only have theoretical innovation, also have great significance impact in the human resources management.However, the study still has deficiencies such as sample range, and then these should be improved in further researches.