Research On The Influence Mechanism Between Organizational Justice And Organizational Identification Of Labor Dispatch Employees

With the increasingly fierce competition of global economy, technology and labor force are developing and changing constantly. Modern organization needs to deal with the various uncertainties caused by external environment, so they will take action to gain market competitiveness, such as outsourcing, restructuring, mergers and acquisitions, even reducing the staff. All this make the relationship between employees and organizations change frequently. Accordingly, it’s more important for modern organization to maintain a good link between employees and organization. Under the trend of the organizational complexity and non-boundary structure, all enterprises need to improve employees’organizational identification to provide the cohesion of the organization. At the same time, the changes of employment relationship, which caused by the huge social changes and the great enterprise changes, make the degree of trust has gradually declined in the organization. The high mobility and instability of the labor force have plagued many enterprises. One of the reason caused these is employees feel frustrated with the organizational justice. This kind of feeling can lead to a series of changes, these changes are not only psychological, but also the organizational behavior of the staff, such as employee organization, organizational citizenship behavior, etc. Especially for labor dispatch employees in the new era, the special nature of the employment relationship determines the subtle labor relations between the workers and labor using units. Labor dispatch workers’high sensitivity and low identification to the labor using units determine the significance and value of researching the mechanism of organizational justice for organizational identity, especially for the survival and development of modern organizations. In addition, the theory of group value suggest, the fulfillment status of psychological contract transfer the information of employees’identity and position in their organization, so as to affect the individual sense of pride and identity for organization, that is, the breakdown of employee psychological contract will lead to un-identification to organization, and employees’ psychological contract breach will be influence by organizational environment, these cognitive evaluation involves the way organization treat staffs and the organizational justice. Based on the above description, this paper choose the labor dispatch employees as the research objective, selects the perspective of organizational justice, and introduce psychological contract breach as the mediator, so as to discussing the formation mechanism of organizational identity, and this paper will provide a new research way for the relevant scholars to explore organizational identification improvement, and also has a certain academic value and theoretical significance. This thesis contains five parts:Chapter 1, Introduction. Elaborate the research background, theoretical significance and practical value, and the innovation points. Chapter2, Relevant Theory Review. Review and summarize labor dispatch, organizational justice, psychological contract breach and organizational identification, which provides theoretical basis for the study of this thesis. Chapter3, Research Design. The research framework and research hypothesis are proposed in this chapter, and the measurement method of the research object is seleted. Chapter4, Data Processing and Analysis. This part contains the descripative analysis of the research sample, the reliability and validity analysis of every measurement, examine the effects of demographic variables on organizational justice, psychological contract breach and organizational identification; examine the relationships among variables by doing the correlation analysis and regression analysis, that is, organizational justice (distributive justice, procedural justice, leadership justice and information justice) has negative influenced on psychological contract breach, psychological contract breach has negative influenced on organizational identification, psychological contract breach mediates the relationships between organizational justice (procedural justice, leadership justice and information justice) and organizational identification. Chapter5, Research Conclusions and Suggestions. This part summarize the conclusion of this thesis, propose the management suggestions, and indicatie the limitatins and outlook for future research.The innovations of this thesis lie in the following three points:firstly, clarifying the dimension of organizational justice in the Chinese context. Based on the western theory of organizational justice, this study chooses the local concept of ’leadership justice’instead of’inrtepersonal jusitice’, which is more correspanding to the factor structure of Chinese sense of organizational justice. Secondly, based on the organizational justice dimensions of Chinese context, this paper revealed the different influence that each dimension of organizational justice on labor dispatching employee organizational identification. Thirdly, this study finds that psychological contract breach partly mediates the relationship between organizational justice and organizational identification. Specially, procedural justice, leadership justice and information justice positively contribute to organizational identification, and psychological contract breach mediates the process of contribution.