Empirical Study On The Impact Of Organizational Equity And Retreat Behavior On Employee Performance

Fairness is not only the ideal and goal of society and people,but also a permanent theme of management research.Equity is closely related to the sustainable development and stability of the whole society,which is mainly reflected in the effective allocation of social resources.The idea of "big pot rice" and equalitarianism,which have been formed over the years,have a great influence on the distribution pattern of the organization to a great extent,and have deeply frustrated the enthusiasm of the employees who contribute more to the organization.The frequent occurrence of unfair events in the organization,resulting in increased difficulty in competition,and the normal operation of the organization is increasingly affected.In the fair system of today's society,organizational justice is an important cornerstone for achieving social justice.Once the sense of organizational justice is reduced and employees lack enthusiasm,it will reduce work creativity,and the vitality of the organization will no longer exist.With the continuous development of the theory of organizational justice,the awareness and importance of organizational justice has gradually increased.According to the theory of organizational justice,some scholars point out that withdrawal behavior is the key factor leading to turnover,and it also has a direct impact on employee performance.Therefore,it is very important to study the negative behavior of employees caused by the decline of organizational justice.However,in the existing literature,few studies have put withdrawal behavior into the research system of organizational justice and employee performance,and what role it plays between organizational justice and employee performance is a problem to be discussed.In view of this,this paper,from the perspective of Adams' equity theory,makes an in-depth analysis of the internal mechanism of organizational justice affecting employee performance,analyzes the role of withdrawal behavior in the impact of organizational justice on employee performance,and tries to give a theoretical explanation and practical methods of organizational justice affecting employee performance path.In order to achieve the purpose of the study,this paper mainly carried out the following research:(1)Based on the research questions,this paper summarizes the relevant literature at home and abroad,clarifies the achievements and shortcomings of organizational justice,withdrawal behavior,employee performance research,and collates the research ideas to determine the direction of this study.(2)The relationship among organizational justice,withdrawal behavior and employee performance is analyzed theoretically,including the influence of organizational justice on employee performance,the influence of organizational justice on withdrawal behavior,the influence of withdrawal behavior on employee performance,and the mediating effect of withdrawal behavior on employee performance.Through reviewing and combing historical documents and related theories,this paper divides organizational justice into three dimensions: procedural justice,distributive justice and interactive justice.(3)The direction and mechanism of organizational justice and withdrawal behavior affecting employee performance are analyzed empirically.The validity and reliability of the organizational justice scale,the withdrawal behavior scale and the employee performance scale were tested with SPSS23.0 statistical software based on the collected sample data.After the validity and reliability tests of each scale,the theoretical model of the relationship among organizational justice,withdrawal behavior and employee performance was fitted and analyzed,and the hypotheses were tested.According to the analysis results,this paper draws the following basic conclusions:(1)Organizational justice has a positive effect on employee performance,but different dimensions of organizational justice have different effects on employee performance.(2)Withdrawal behavior has a negative impact on employee performance.(3)Organizational justice has a negative impact on withdrawal behavior.(4)Withdrawal behavior plays a mediating role in the impact of organizational justice on employees' job performance.Finally,according to the research findings,this paper puts forward some suggestions:(1)Establish a good culture of organizational justice.Organizational culture is formed in the long-term development of enterprises,and its core is enterprise values.Organizational justice culture can stimulate the enthusiasm,initiative and even creativity of employees,and stimulate their creative potential.(2)Decision making and implementation should give consideration to employees' personal attributes and enhance procedural fairness.Job performance generally varies with individualattributes of employees,which provides a basis for formulating and adopting appropriate policies,measures and methods in management practice,especially in human resource management.(3)Due to the fairness of distribution has a strong predictive ability on employees' performance and a strong impact on employees' performance,the decision-making of enterprises should ensure the fairness of distribution results as far as possible.In order to improve the fairness of the distribution results,it is necessary to follow the principle of performance-first distribution in the process of salary distribution and execution to improve employees' sense of fairness.Enterprises should establish a scientific and fair salary and performance appraisal system on the basis of protecting the legitimate interests of employees.(4)We should establish a sound internal communication system to improve the sense of fairness.Due to the existence of different factors,100% distribution fairness can not be achieved in the organization,good communication channels can make the problem better solved,fair system implementation process can make employees feel more fair,so that the frequency of employee withdrawal behavior is greatly reduced.(5)Attention should be paid to employees' withdrawal behavior and preventive measures.Cowardice and withdrawal in the work will affect individual and team performance,not conducive to the success of the cause,but also have a negative impact on the development of enterprises.Therefore,enterprises should pay attention to the problem of employee withdrawal behavior in practice and take active measures to reduce its occurrence frequency and its negative impact.