The Effect Of Employee’s Organizational Justice On Silence Behavior

Employees involved in the decision making is very important for the organization’s innovation and development. Reducing the staff’s silence behavior also become the difficulties that organization managers must face to. The study make the organizational justice as the breakthrough point, and researched into the relationship between organizational justice and silence behavior in theory and empirical, and the moderating of attribution style is also studied, so as to give some benefit to the managers.Combined the current enterprise actual and some relative research together, this paper expounds the theoretical and practical research significance. In reading a large number of documents, and on the basis of the previous studies and independent thinking, the theory model and theoretical assumption was put forward. Use mature questionnaires to measure236employees from three city of Hunan province of different age, different professions, and organizational justice, silent behavior and the attribution style were all carried to the investigation. The related analysis result and regression analysis result were based on the obtained data by SPSS17.0software. After discussion finally draw the research conclusions:interactive justice played a negative role to silence behavior; program justice played a negative role to silence behavior; distribution justice played a negative role to silence behavior; organizational justice justice played a negative role to silence behavior; attribution style has significant positive moderating to the relationship between organizational justice or its dimensions and silence behavior. Take the research conclusion as the foundation, this paper proposed the suggestions of how to enhance the organizational justice, how to reduce the silent behavior and how to guide the optimistic attribution style. And after this also points out that the limitations of this study and the insufficiency and the prospect of the future research.