The Influence Of Attributional Style And Affect On The Formation Of Organizational Justice Perceived

The current researches on organizational justice have focused on the consequences of organizational justice or injustice, but researches on factors that affect organizational justice are far from enough. Although scholars have explored the mechanism in which causal attribution has effect on the organizational justice, but this study from a new perspective has carried out studies by classifying attribution in a new standard, so attribution style has been divided into optimistic attribution style and pessimistic attribution style. Meanwhile, a new variable - emotion has been introduced into this study. This study, from the perspective of decision-making, draws lessons from research in decision-making theory and research methods, intending to explore whether attribution style and emotion have effect on organizational justice and in the hope of making more predictions for organizational justice and strengthening the management of organizational justice in practice. This study has used the questionnaire method and it contains four small researches. The first research intends to examine whether demography variables have significant effect on organizational justice. The second research intends to examine whether attribution style would influence the formation of organizational justice. The third research intends to examine whether emotion would have an effect on organizational justice. The fourth research intends to examine whether attribution style and emotion could influence the relationship between organizational justice and either of them. Findings of this study are following: (1) demography variables have no significant effect on organizational justice. (2) The whole attribution style showed a highly positive correlation with organizational justice, optimistic attribution style had a significant correlation with distributive justice and procedural fairness and pessimistic attribution style showed a highly negative correlation with distributive justice and interactional justice. (3) Positive emotions showed a highly positive correlation with organizational justice, distributive justice and interactional justice, while negative emotions showed a highly negative correlation with whole justice, distributive justice and procedural fairness. (4) Attribution style and emotion didn' t influence the relationship between organizational justice and either of them.In the end, the whole study is reviewed and the practical values are pointed out, and the ways improved the organizational justice are also put out. Then the deficiency in this study and the expectation in thefuture are put forward...