A Study On The Effects Of Organizational Justice On Employees’ Innovative Behavior

In the current rapidly changing era, innovation is one of the important factors to help companies survive in the competitive environment full of changes. Employees are the main driving force of innovation within the enterprise, enhance of the enterprise’s innovation must rely on individual innovative behavior of every employee in the enterprise. Many scholars and managers have stressed that employees’ willingness and ability to improve their working conditions and performance is crucial to an enterprise, so employees’ innovative behavior as the main source of organizational effectiveness, cause widespread concern of many scholars at home and abroad.Although numerous studies have shown that organizational justice can promote employees’ positive work attitude and perform beneficial behavior, but threre is few studies about the effect of organizational justice on employees’ innovative behavior, and the impact mechanism is not clear, pending further study. Therefore, in this study we explore the impact mechanism of organizational justice on employees’ innovative behavior, introducing psychological ownership as an explanatory mechanism for the relationship between them. At the same time, as the research is conducted in the background of Chinese culture, Chinese people’s traditionality may affect the relationship between organizational justice and employees’ innovative behavior. Thus, we introduce traditionality as a moderator, and explore behavioral differences between high and low traditional employees.Based on literature review, we build a theoretical model integrating organizational justice, psychological ownership, employees’ innovative behavior and traditionality, and propose hypotheses. On this basis, we obtain empirical research data through the questionnaire survey of employees within enterprises, and implement data analysis and hypothesis testing with statistical software. The empirical results show that organizational justice has a significant positive impact on employees’ innovative behavior, specifically, procedural justice, distributive justice, interpersonal justice and informational justice all have a significant positive impact on employees’ innovative behavior; Organizational justice and its four dimensions have a significant positive impact on psychological ownership; Psychological ownership has a significant positive impact on employees’innovative behavior and psychological ownership partially mediates the relationship between organizational justice and employees’innovative behavior; In addition, traditionality moderates the relationship between psychological ownership and employees’innovative behavior, namely traditionality weaken the effect of psychological ownership on employees’ innovative behavior.The results show that the stronger organizational justice is, the more employees within the organization perform innovative behavior, and psychological ownership plays as an mediator in this relationship. In other words, organizational justice influences employees’ ownership for the organization, thereby affecting their individual innovative behavior. Therefore, managers in organizations can promote employees’ innovative behavior by enhancing organizations’ fairness and employees’ psychological ownership and other measures. At the same time, managers should pay attention to the influence of employees’ traditional values.