Organizational Justice And The Impact Of Psychological Contract Breach Empirical Analysis

Psychological contract cover all the relationships between the employees and the organization which has influenced widely. Practice and violation of Psychological contract are related with employees' behavior, which influence the relationship between the organization and the employees deeply, so Psychological contract is a hot issue. According to the reason of the Psychological contract violation, how does the manager specify a justice contribution and feedback system is an important subject? The system gives the sense to the employees that it will be direct proportion between the employees' contribution and reward and the sense to the organization to abstract talent.This paper is based on the employee's orientation research. It mainly focuses on the employee's Justice Consciousness on Salary System and Promotion System in Human Resource management and the influence of the consciousness on employ-yees' Psychological Contract. Meanwhile, it generally discusses whether employees' self-respect will have effect on them to break Psychological Contract. Hope to give a comprehensive summary of the Psychological Contract status in Chinese Enterprises. The three main research points go as the following: First, Discuss the Justice Consciousness on Salary System and Promotion System in Human Resource management. Second, Discuss the relationship between the psychological contract and the justice consciousness of salary and promotion, or the self-respect. Third, discuss whether the Justice Consciousness of salary and promotion will lead the psychological contract breaking to different extent according to different self-respect condition.The paper regard the employee of Liyuan new material company as the object by using the method of interview investigation and questionnaire investigation. We select 200 employees and recover 167 valid questionnaires by using the method of Stratified Random Sampling. The study uses the SPSS 12.0 as tool. The recovered questionnaires are analyzed by using the method of Descriptive Statistics Analysis, Independent-Sample test, one-way ANOVA, Pearson Correlation Analysis and Stepwise Regression Analysis. We find that employees' procedural justice perception is higher than the distributive justice perception in individual case. Financial incentive prefers distributive justice and non-financial incentive prefer procedural perception. Promotion justice perception is higher than salary justice perception, but employees will pay more attention to the salary distribution and policy. It is negative relativity between the organization justice perception and psychological contract violation. The employee's self-esteem will interference the promotion Psychological contract violation.