Research On Job Satisfaction For New Generation Peasant-workers In Small And Medium Family Business Based On Organizational Justice Perspective

With the rapid development of market economy, internal and external competition increasingly fierce, the relationship of the officers between the enterprise undergoing great changes, and organizational justice perception will inevitably become the core members of the organizations concerned, which mainly include: distribution interests within the enterprise is fair, business-related policy formulation, implementation process is fair, relationships of superior-subordinate and colleagues are equality, the information of enterprise is open and transparent, and so on. Our small family companies are actively working to change their mode of management, part of the small family business has shifted from family management to modern management, forming a separation of ownership and management, professional management of professional managers have a great role in promoting small and medium family companies operational efficiency. However, the traditional family management mode continues to affect the vast majority of small family businesses. The first is in the small family companies relationships internally oriented, strong family culture, to a certain extent, ignored the objective evaluation of staff; followed by small family companies in the important position occupied by the family members, which to some extent, will become a barrier to the development of enterprise staff positions, causing employees feel strongly unfair, leading employees of the company’s loyalty is not high, low productivity, frequent movement of employees and a series of problems. Currently, the new generation of migrant workers mainly in the manufacturing, services and other industry of the small family companies, the new generation of migrant workers is the main employment of small family companies, but there are recruitment difficulties, hard to keep people and other issues in small family companies. Thus, small family companies should pay attention to the new generation of migrant workers’ labor management. Remuneration, training, job promotion and other factors are important for new generation of migrant workers, and these factors must on the premise that be fair to make the new generation of migrant workers increased job satisfaction. How to enhance equitable management of their own organization, how to enhance job satisfaction of the new generation of migrant workers, which small and medium companies need to solve problems.In this paper, in the form of the questionnaire survey, quantitative analyses using organizational justice, job satisfaction and corporate culture three scales for each variable. Putting forward hypotheses and building the research model of organizational justice as the independent variables, job satisfaction as the dependent variable, corporate culture as the regulate variables. Raw data is processed by by SPSS software, finging out the most important factor affect the organizational justice, as a basis for suggestions for improvement organizations justice management of small family companies, it is desirable to have a practical guidance for employment management of small family companies.