Employees A Sense Of Fairness And Human Resources Compensation Strategy, And Organizational Commitment

This study concerned under different compensation, how the fairness of the employees influenced their organizational commitment and how the organizational culture moderated the relationship of the type of compensation and the fairness. On the base of reading a lot of research documents, the author first proposed a basic model, and gave some hypothesis. There are three stages in this study. At the first stage, an interview was conducted to primarily test the model; In second stage, the author picked out one company in Hangzhou, and analysis him particularly to test the model as one cases. At the third stage, more than 200 people from different enterprises were surveyed through questionnaires to test the model through data. The conclusions indicated that: (1) There are three dimensions of employee justice, procedural justice and interactional justice are two different but relevant dimensions; (2) a certain type of compensation influenced justice remarkably, others have no influence to justice, and the organizational culture moderated the relationship of compensations and interactional justice; (3) the justice of employees influenced their organizational commitment, and these findings show that multiple aspects of commitment are related to multiple justice types, indicating the role justice plays in organizational commitment is stronger than the role usually assumed.