Organizational Justice With Employees Emotional Behavior

This paper which is based The Social Exchange Theory, The Stakeholders, Theory and Trust Theory as the theoretical basis, takes the enterprise as the carrier to do the empirical reasearch of organizational justice and Employees’ emotional behavior and put forward the countermeasure and suggestion. This study which is for strengthening organizational justice, organizational trust, enhancing the job satisfaction, reducing turnover intention and building a harmonious labor relations is of important theoretical value and practical significance.The article is divided into five parts:The first part:The introduction. Including the research background, research purpose and significance, literature review, research design and concept definition, etc.The second part: The theoretical analysis of organizational justice and employees’ emotional behavior. This paper involves three basic theory:The Social Exchange Theory, The Stakeholders Theory and Trust Theory.The third part: The analysis of the situation of Organizational justice and employees emotional behavior: describing the present situation of organizational justice from two dimensions of distributive justice and procedural justice;describing employees’ emotional behavior from three dimensions of job satisfaction, organizational commitment, turnover.Studies have shown that the Yili group decisions high participation in terms of procedural justice of Beijing branch,employers high trust quality in the aspect of organizational trust, employee high satisfied in terms of job satisfaction, low commitment in organizational commitment, low staff turnover rate in turnover intention.The fourth part: Empirical analysis of organizational justice and employees emotional behavior. Through factor analysis, correlation analysis to explore the organizational justice, organizational trust, employees emotional behavior to find the main influential factors and the the positive correlation relationship between them.The fifth part: Policy recommendations. in term of creating organizational justice, building the rewarding realization of fairness, fair performance appraisal,fair selection system; in term of increasing trust, carrying out the propaganda and education of honesty and faith, building trust communication platform, constructing the enterprise culture; in term of improving the job satisfaction, improving the economic benefits of employees,creating enterprise atmosphere full of humanistic care, improving employee business ability training; in terms of policy guidance, playing the role of the relevant government functional departments and social organizations, improving the system of law and regulation and the social security mechanism.