Empirical Research Organizations In The Non-standard Labor Relations Sense Of Fairness On Employee Performance

World financial crisis brought increasing pressure on employees in China. Because flexible employment becomes an important way to ease the employment pressure, the labor relations in Chinese enterprises gradually developed into non-standardized ones. So the problem How to improve the relationship between employers and employees to enhance job performance is important and urgent. However organizational justice is an important factor affecting job performance. Some studies have confirmed that job performance can be improved by enhancing the sense of fairness.Because of the characteristics of non-standard labor relations, the impact of organizational justice on informal employees'job attitudes and behaviors is different from formal staff. Summary of existing research results, most of foreign and domestic scholars research the impact of organizational justice on formal employees'job performance. While for non-standard labor relations, It's uncertain that how much organizational justice will impact formal job performance, and how to impact formal job performance.Therefore, this paper selects sample informal employees from several provinces of the country to make questionnaire survey and to study the impact of organizational justice on job performance. Using SPSS16.0 and Lisrel8.7 software, this paper provides reliability,validity analysis and structural equation model to the obtained sample data. The results are as follow. (1) From the perspective of organizational justice: on the respect of direct impact, distributive justice> procedural justice = interactional justice; on the respect of indirect impact, procedural justice> distributive justice> interactional justice; on the respect of entire impact, procedural justice> distributive justice> interactional justice.(2) From the perspective of job performance:on the respect of organizational justice affecting task performance, distributive justice> procedural justice; on the respect of organizational justice affecting relationship performance, interactional justice> procedural justice> distributive justice. In short, distributive justice and procedural justice can not only directly impact on job performance, but also that international justice and procedural justice can indirectly impact on job performance through organizational commitment, organizational commitment and perceived organizational support respectively. In addition, the interaction can not only directly affect job performance, and can indirectly impact on relationship performance through leadership-member exchange.Finally, based on the conclusions, this paper presents a series of management recommendations.