A Study On The Influence Of Organizational Justice On Organizational Commitment

With the rapid economic development in today's society,enterprises are facing with two tests,on the one hand is from the fierce competition outside the enterprises,on the other hand is from the management within the organization.All the strategic planning,business plan,production and operation activities of the enterprise need to rely on people in the organization to achieve,and the talent competition is often the key for enterprise to enhance its core competitiveness.Looking back the actuality,the majority of enterprises have been plagued by the brain drain,it will cause many adverse effects on the organization's subsequent business activities,so how to retain talent is the common topic faced by enterprises.As a psychological variable which reflecting the relationship between employees and organization,organizational commitment is a very important antecedent variable that influence employees' turnover intention and behavior,it can also predict turnover intention or behavior of employees may have directly.In practice,managers can make predictions about employees' possible future work situation(mental or behavior)by measuring the level of employees' organizational commitment to find out the employees' turnover intention and take corresponding measures timely,then enterprise can reduce the possibility of turnover intention covert into practical action and retain the talent needed by the enterprise.Since the direct prediction effect of organizational commitment on employees' turnover intention,this paper studies employees' commitment to the organization as the breakthrough point.I find that organizational justice is an important antecedent which influence organizational commitmet,and the effect is quite significant,in the process of relevant documents' extensive reading,however,there are few studies on how organizational justice influences organizational commitment.This paper will introduce a mediating variable----organizational identification which reflecting the degree of employees' approval and recognition to the organization to conduct an empirical study on the relationship among the three variables,in order to verify the positive relationship between organizational justice and organizational commitment and prove the mediating role of organizational identification in the positive relationship.In this paper,the measurement scales which is widely recognized and used in the academic circle were used to measuring the level of organizational commitment,organizational justice and organizational identification,a questionnaire was used to collecting required data.On the basis of testing the reliability and validity of each scale,necessary corrections were made to the selected scale.Through the analysis of the collected data,this study got these conclusions:(1)Organizational justice,organizational identification and organizational commitment are different in demographic variables.(2)Organizational justice is positively related to organizational commitment,and can positively predict the level of employees' commitment to the organization.The impact of information justice on the overall organizational commitment and its dimensions is the most significant,distributive justice and procedural justice significantly influence affective commitment and continuance commitment,interpersonal justice significantly influence continuance commitment and normative commitment.(3)Organizational justice is positively related to organizational identification,but distributive justice can't affect the level of employees' identification to the organization significantly.(4)There is a significant positive correlation between organizational identification and organizational commitment as a whole and its dimensions.(5)Organizational identification plays a partial mediating role in the positive relationship between organizational justice and organizational commitment as a whole,it also plays a full mediating role in the positive relationship between interpersonal justice and normative commitment.Based on the above conclusions,this paper puts forward these following suggestions for enterprise management:(1)Implementing human resource management concept which based on humanistic management and taking the “ people-oriented ” concept as the guiding ideology to carry out the activitives of human resource management.(2)Enterprises should treasure the significance of organizational justice,this paper also put forward some realistic suggestions to promote organizational justice from its different dimensions.(3)Attaching great importance to the role of organizational identification and doing efforts to improve the level of employees' organizational identification.