Study On The Impact Of Organizational Justice On Employee Creativity

As the coming of knowledge economics age, companies'operating environments become more complicated and uncertained, which reminds the managers to be aware of being survival and successful with innovation and revolution. Employee creativity is the root and source of the company innovation, so it is the fundamental method to improve and develop business, that bringing better ideas, products, services and manufacturing process by inspiring the employee's creativity. Therefore, how to excite the employee creativity becomes the hot topic in both academic area and practical area, which is also the focus of this paper.Besides, equity and justice is the topic that people pay much attention, especially in the age of establishing harmonious society today, accordingly the organizational justice is becoming the hot research topic in the organizational behavior area. Referring to the creativity research, many studies were focus on the organization environmental factors that affect the employee creativity, and some of them refered to the equity and justice's affection on employee creativity. However, these studies only touched some certain parts of justice, which were lack of deep and systemic analysis toward impact of organizational justice on employee's creativity. On the basis of previous literature, this article brought the organizational justice theory into the creativity research area, which analyzed the impact of different dimensions of organizational justice on the employee creativity through both theoretical and empirical study. At the same time, we also investigate the modiating effect of job engagement, which referes to employees' attitude, in the relation of organizational justice to employee creativity, and the moderator effect of proactive personality, which refers to employees' personality, in the relationship.The study surveyed seven companies that in Shanghai, Ningbo, Tianjin, Shenzhen, and total 372 questionnaires were completed by the employees and their supervisors who can evaluate the employee's performance. The intend of the questionnaire for employees was to get the information of organizational justice, job engagement and proactive personality, while that for their supervisors was to get the information of employee creativity. At last, 206 valid samples were obtained. Through the factor analysis, reliability analysis, correlation analysis, and regression analysis using SPSS 15.0, we found strong support of our hypothesis that the organizational justice has the positive effect on employee creativity. Besides, we found that interactional justice and procedural justice have the significant positive effect on employee creativity, among the three dimensions of the organizational justice. The result of empirical study also supported the mediating effect of job engagement, in the relation of interactional justice and procedural justice to employee creativity. Moreover, the moderate effect of proactive personality was well supported by our data. We found that proactive personality moderate the effect of both interactional justice and procedural justice on employee creativity. In other words, the employee who has stronger proactive personality is easier to be inspired to be creative by their conscious of interactional justice and procedural justice.In the last part of this article, we stated the significance of current study, the implication to management practice, and also pointed out the deficiency of current study and clues for future research.