The Research On The Relationship Of Organizational Justice?Tacit Knowledge Sharing Intention And Contextual Performance Of New Generation Employees

The sense of organizational justice and employees' contextual performance has been a matter of great concern,with the further development of enterprises,more and more managers and workers concerned.Organizational justice is concerned with whether the allocation of resources is fair or not,which not only covers the fairness of employees' remuneration,but also includes the fairness of participating in enterprise decision-making opportunities.Organizational justice has a close relationship with the contextual performance of employees.The improvement of employees' organizational justice is helpful to improve the contextual performance,and to enhance the overall performance of the enterprise,and to increase the endogenous power for the development of enterprises.This research mainly analyzes the dimensions of organizational justice and the influencing factors of contextual performance,and explores the mediating role of tacit knowledge sharing intention.The main content is divided into three parts: the first part is based on the domestic and foreign scholars on organizational justice,tacit knowledge sharing and contextual performance review,this research selected organizational justice scale and contextual performance scale and tacit knowledge sharing intention scale,and then to collect data;the second part use the mathematical analysis method to divide the dimension of the research variable,and then using correlation analysis and regression analysis to verify the research hypothesis;the third part is the conclusion and suggestion,this method of enterprise management theory,and point out the shortcomings of this research.The main conclusions of this paper are as follows:1.Organizational justice and its dimensions have a significant positive effect on each dimension of contextual performance.Employees' organizational justice can be divided into four dimensions: procedural justice,distributive justice,leadership justice and information justice.Contextual performance can be divided into two dimensions: interpersonal facilitation and job dedication.Among them,the distributive justice dimension has the greatest influence on the interpersonal facilitation dimension of the contextual performance,and the procedural justice has the greatest influence on the job dedication dimension of the contextual performance.2.There is a significant positive correlation between the dimensions of employees' organizational justice and the two dimensions of contextual performance.3.Tacit knowledge sharing intention will have a significant positive impact on the two dimensions of contextual performance.4.The tacit knowledge sharing intention plays a partial mediating role in the impact of organizational justice on contextual performance.