Employee Self Uncertain Relationship Between Justice And Job Satisfaction Of The Organization

To study what employees’self-uncertainty is now, the questionnaire of employees’ self-uncertainty is developed. To explore relationships between employees’self-uncertainty, organization justice and job satisfaction, the employees of Tianjin were asked to complete the employees’self-uncertainty Questionnaire, Organizational Justice Questionnaire and Job Satisfaction Questionnaire. The results provided constructive recommendations for corporate human resources management.Considering all the three studies, it comes to the following conclusions.(1) The employees’self-uncertainty Questionnaire mainly include uncertainty of self-ability to work, uncertainty of the self-social qualities and uncertainty of his relationship status three aspects and the questionnaire has good reliability and validity.(2) The overall sense of uncertainty of Tianjin’s employees is in the middle level and the employees showed higher uncertainty of self-ability to work. Women than men showed higher overall self-uncertainty, uncertainty of self-ability to work and uncertainty of the self-social qualities. College students than undergraduates showed higher overall self-uncertainty and uncertainty of his relationship status. Ordinary employees than middle managers show higher overall self-uncertainty and uncertainty of self-ability to work.(3) The Organizational justice and its dimension is a significant negative predictor of the employees’self-uncertainty. Among the four dimensions of organizational justice, the procedural justice is the most significant predictor followed by the information justice.(4) The employees’self-uncertainty and its dimension is a significant negative predictor of job satisfaction. The uncertainty of self-ability to work is the most significant predictor followed by uncertainty of his relationship status and uncertainty of the self-social qualities.(5) The organizational justice and its dimension is a significant positive predictor of job satisfaction.(6) The employees’self-uncertainty is significant intervening variable between organizational justice and its dimensions and job satisfaction.