Enterprise Employees The Feeling Of Psychological Capital And Organizational Justice And Job Involvement Of Empirical Research

The importance of talent has been wildly recognized with the rapid growth of economic and severe enterprise competition, the companies do their utmost to get talent, they Offer a competitive salary or benefits, but whether the people who is experienced or Knowledge outstanding can make more contribution? How can make the employees improve their work engagement? If organization justice can make influence for the development of talent? This research combines the psychological capital、organization justice and work engagement Explores the relationship among these three variables based on the Chinese enterprises and employees, in terms of theory the research can broaden the scope of the psychological capital, and in terms of practice it also have important significance on training talents, improve employee commitment and performance results.According to the theoretical review, the paper makes a positive research with enterprises in Guangzhou and Shanghai. The initial questionnaire is adapted by the editing enterprise staff psychological capital questionnaire、the Utrecht Work Engagement Scale and the organization justice questionnaire (Colquitt,2001)The research firstly studies the differences among psychological capital organization justice and work engagement based on the demographic variables, and then analyses the relationship among these three variables, the conclusion as following:(1)Analysis of differences in psychological capital, employees of enterprises in gender, age, education, working age, function and job level all have significant difference.(2) Psychological capital、organization justice and work engagement of enterprises employees are significant correlated.(3) Psychological capital has certain prediction effect on work engagement.(4) Organization justice has certain prediction effect on psychological capital.(5) Organization justice has certain prediction effect on work engagement.Finally, these series researches show that the employees who have excellent psychological capital will make more investment for work, and organizational justice will improve employees’psychological capital and work engagement.