Research On The Relationship Between Employee 's Rights Fairness, Organizational Citizenship Behavior And Feedback

Justice problem has been paid attention to by all circles in the society, and its importancehas also been emphasized in the report of the Eighteenth National Congress of the CommunistParty of China. Enterprises, being the basic component of the society, undertake key socialresponsibility. The staffs’ sense of organizational justice directly determines the sense ofjustice in the whole society. One of the basic premises for the good operation of an enterpriseis that all rights of staffs are guaranteed to be satisfied. Thus, it is very important to study thesense of right justice for the enterprise management price. Current study on the sense oforganizational justice fails to discuss the right justice, so the structure of right justice andrelationship between citizen behavior and feedback seeking behavior are discussed in theresearch.Through the staff interview and consultancy of expert opinion, the questionnaire of rightjustice is made in this research. In addition, the questionnaire survey is carried out amongstaffs in8enterprises. For the result of the questionnaire survey, the structure of the sense ofright justice is explored by explorative factor analysis. Then, its structure is verified byconfirmatory factor analysis. Methods including correlation analysis, regression analysis,intermediate effect analysis, and independent sample T Test are used to discuss therelationship among the sense of right justice, organizational citizen behavior, and feedbackseeking as well as the difference of demographic variable in this research. The three-factorstructure for the sense of right justice is found in the explorative factor analysis in this researchbased on250questionnaires. Through the confirmatory factor analysis based on306questionnaires, it is found that the three-factor model has the optimal fitness compared toone-factor model and two-factor model. We found from this research:1、Through credibility analysis and the criterion validity based on the sense of organizationaljustice, the questionnaire has good credibility and criterion.2、Namely, the three-factor model consisted of participating right, right cognition, and right toknow is verified.3、Interviews for the study found that employees perceive a right justice sense of entitlementimbalance is more obvious.4、The sense of right justice has strong prediction function on organizational citizen behavior.The staff with higher sense of right justice can have higher organizational citizen behavior.5、According to the analysis on the demographic variable, the sense of right justice significantvaries from staff position and work unit. Organizational citizen behavior significantly varies from staff position and work years.6、The increase in sense of right justice can also increase the feedback seeking behavior. Inaddition, the feedback seeking behavior plays a part of intermediate medium function inorganizational citizen behavior.Seen from the above results, the sense of right justice is not a concept with singlestructure, but includes three different dimensions. The sense of right justice has relatively highcorrelation with the organizational citizen behavior, sense of right justice, and feedbackseeking. The change in sense of right justice greatly influences the staff behavior. The increasein the sense of right justice can greatly enhance the organizational citizen behavior andfeedback seeking behavior, which has great function and value to organizational developmentand operation. In modern enterprise management practice, the enterprise can set up completeand equal organizational management system to guarantee equal right of staff and increase thesense of right justice, which further increases the organizational citizen behavior and feedbackseeking behavior.