An Empirical Study Of The Impact Mechanism Of New Generation Employees’ Interpersonal Justice On Their Job Engagement

Interpersonal justice and job engagement have always been a hot topic in the field of management and organizational behavior.The work engagement of the employees will be influenced by different cultural backgrounds.Chinese management and enterprises have long used the western equity theory to study the interpersonal justice who ignore the historical and cultural roots of China,and the western theory of interpersonal justice in China still has some adaptability.In different cultures,there are differences in the perception of interpersonal justice.Because the particularity of the growth environment of the new generation of employees,their work values,personality characteristics and other factors shown significant differences,which will inevitably lead to many management problems.How to improve the work engagement of the new generation of employees in today’s cultural background has become a problem that needs to be discussed in management theory and practice.There are few researches on interpersonal justice,and there is a lack of interpersonal justice.The purpose of this paper is to introduce interpersonal harmony and use its three dimensions and affective commitment as mediating variables to explore the impact of interpersonal justice on job engagement.This paper aims to sort out the literature of the new generation employees,interpersonal justice,interpersonal harmony,emotional commitment and job engagement.Firstly,based on the social exchange theory,the theory of self-verification and self-determination theory,the framework of this paper is constructed.Secondly,this paper analyzes the intermediary role of interpersonal harmony and emotional commitment of new generation employees on the mechanism of work engagement in interpersonal justice,and further explores the influence mechanism of the mediating role of interpersonal harmony dimension between them,and put forward the research hypothesis.Thirdly,this paper chooses the measurement tools needed by the research and revises it by the pretest.Finally,through the use of reliability and validity analysis,correlation analysis,hierarchical regression analysis and Bootsrap analysis,this paper verifies the research hypothesis and constructs the hypothesis model.This research shows that the interpersonal justice of new generation employees not only has a direct positive impact on job engagement and it also indirectly affect the employee’s job engagement through interpersonal harmony and emotional commitment.There are 3 intermediary paths in the relationship between the two:the intermediary path of interpersonal harmony;the mediating path of emotional commitment and the chain mediated path of interpersonal harmony and emotional commitment.But the chain mediating effect of harmony obstruction between interpersonal justice and job engagement is influenced by other interpersonal harmony dimensions,especially value harmony.In addition,it also compares the different ways to improve the job engagement of new generation employees,and provides a new way of thinking and suggestions for the enterprise to improve the job engagement of new generation employees.