Research On The Effect Of Organizational Justice On Employee Performance

In recent years,China's market economy has become increasingly complex,and the economic development is showing a new development.The stress of the development of enterprises is increasing,resulting in the increasing pressure of employees' work,which greatly affects the efficiency and level of organization work.Organizational justice is a key factor to measure the ability of enterprise management,is also an important component of the enterprise core competitive ability,the knowledge and practice of staff has a very important influence,therefore,relevance and influence of organizational justice and job performance has become a critical factor in the human resource competition among enterprises.The research at home and abroad has shown that the sense of organizational fairness of employees has a more obvious impact on the mood and practice of their work.With the improvement of modern enterprise management system,business managers pay more and more attention to the impact of organizational justice on employees' work performance.Many managers adopt a theory of organizational justice in order to effectively enhance employee's job satisfaction.The important influence of organizational fairness on enterprise performance makes the enterprise pay more and more attention to the fairness of performance evaluation in the process of management.Many scholars in the process of organizational justice to influence job performance,organizational justice in different dimensions,angles and research methods have some differences,the conclusion drawn from the research are not the same,need further influence on Organizational Justice on work performance and the relevance of research.Based on the existing theories about organizational justice,combined with the current social and economic development in the development of enterprises in the background of the overall development of Nanchang Bailijia analysis,through questionnaires and interview people,the Nanchang Bailijia current organizational justice and job performance are.In the vertical direction,through organizational justice and work performance measurement of different dimensions of the design table,and the scale of data statistics and analysis,analysis the influence of organizational justice on work performance;horizontally,to analyze its correlation with job performance including distributive justice,procedural justice and interactive justice etc..According to the current development situation of Nanchang Bailijia,combined with the results of statistical analysis,the main problems existing in Nanchang Bailijia,and put forward the improvement and feasible improvement measures,in order to enhance the employee's sense of organizational justice,improve employee job performance and the overall performance of the enterprise,to promote the development of enterprises and faster.The results show that:(1)among the dimensions of organizational fairness,there is a correlation between distribution fairness,procedural fairness and interactive fairness.(2)the sense of organizational fairness has a positive impact on employee performance.Moreover,the distribution fairness of organizational justice,procedural fairness and interactive fairness have a positive impact on employee performance.(3)the sense of organizational fairness has a positive impact on the employee's task performance.Moreover,the distribution fairness of organizational justice,procedural fairness and interactive fairness have a positive impact on the employee's task performance.(4)the sense of organizational fairness has a positive impact on employee relationship performance.Moreover,the distribution fairness of organizational justice,procedural fairness and interactive fairness have a positive impact on employee relationship performance.