Organizational Justice And Job Satisfaction, The Relationship Between Empirical Research

On the topic of justice has always been concerned by us. And now organizational justice is widely used to investigate the organizational efficiency and management level or even the core competitiveness. In addition, job satisfaction have also been used to detect the status of enterprise management as a management tool by more and more enterprises. With the rapid development of economic globalization, so many countries have been increasingly competitive society, especially the talent competition. Therefore, enterprises have began to concern about justice, values, satisfaction and many other management issues, in order to enhance their talent competitiveness. On the research of the relationship between organizational justice and job satisfaction, from the dimensions of the division to study on the relationship, there is no unified view in the academic community, and domestic research is showing a great gap.On the case study of organizational justice and job satisfaction, I'll have a survey on the employees of the Xi'an high-tech enterprises, just by the questionnaire survey. At the same time, this study will find the. relationship between organizational justice and job satisfaction by correlation analysis, variance analysis and multiple regression analysis and many other methods,also explore the influence between the two. Finally, it will provide the business managers with useful policy recommendations according to the results of this case study.Different from the past study paid too much attention to the equitable distribution, this case study has shown that the influence and interpretation of interactive justice on the job satisfaction is greatest in the Xi'an high-tech enterprises. This study has shown that, on one hand, enterprises should choose to increase the level of interactive justice in order to achieve more job satisfaction. On the other hand, this different result also suggests that we have to develop different policies on the different groups, and take a different approach to the management of enterprises, according to local conditions. In addition, when we commit to improving the job satisfaction, we also have to take the interaction among the organizational justice and its three aspects into consideration, and strive to enhance the overall job satisfaction of members of the state. It should be noted that, due to the small sample size of this case study, it may lead to universal conclusions of the study subject to certain restrictions, so enterprises should analyze specific issues and make a flexible use of the reference to this recommendations.