The Study Of The Influence Mechanism Of Organizational Justice On "Post-90s" Employees’ Job Involvement

In our country,"post-90s" is gradually taking over the workplace,and become the main force of employment;however,"post-90s" employees change job frequently,turnover intention highly,and the separation rate is becoming more and more obvious.This has become a common concern of enterprises."Post-90s" is a special group involved in social employment,who will eventually become the core of human resources.They accept the latest trends and ideas,have a unique understanding and pursuit of the work.In the face of a new generation of individual employment groups,the human resource management strategy of enterprises should keep pace with the times,and should explore the incentive measures and management methods to adapt to the main staff.The study of literature analysis found that scholars pay much attention to "work engagement","organizational commitment" and "turnover rate" etc.,but on how to retain staff before leaving,namely "preventive",to reduce the turnover intention is less,while the "job involvement" is closely related to it.Job involvement refers to the employees engaged in the work of psychological recognition,can effectively reduce the turnover intention,which is essential to retain talents.Perceived organizational justice and perceived organizational support as employees’ perceptions of organizational justice and support are significant influencing factors in job involvement,and they all have the positive impact with job involvement.It is based on the above facts and theoretical background,this study takes the"post-90s" employees as the research object,according to the questionnaire survey results,mainly using the SPSS21.0 series analysis method to discuss the relationship between organizational justice,perceived organizational support and job involvement,and perceived organizational support as an intermediate variable is gradually to study the internal mechanism of organizational support on organizational justice and employee job involvement.At the same time,the research results are verified by the combination of Amos21.0.The purpose of the study is to provide some suggestions and implications for the human resource management of enterprises.The main conclusions are as follows:(1)The study of demographic variables showed that there were significant differences in the four dimensions of organizational justice in different demographic variables.Among them,the distribution justice and information justice have significant differences in education,working age and income.;however,there was no significant difference in the demographic variables between perceived organizational support and employee job involvement.(2)"Post-90s" employees’ perceived organizational support,organizational justice and job involvement are not high,all at a moderate level,which need to be improved.(3)There was a significant positive correlation between organizational justice and perceived organizational support.The intensity descending sort of the four dimension degree to the prediction of the organization support is:procedural justice,information justice,leadership justice and distributive justice.(4)There is a significant positive correlation between organizational justice and employees’ job involvement.The intensity descending sort of the four dimension degree to the job involvement is:leadership justice,information justice,distributive justice and procedural justice.(5)There is a significant positive correlation between perceived organizational support and employee job involvement,and organizational support plays a partial mediating role between organizational justice and employee job involvement.