Research On The Impact Of Perceived Organizational Justice On Employees' Work Well-Being From The Perspective Of Intergenerational Differences

Since the reform and opening up more than 40 years,China's economy has developed rapidly and people's living standard has been continuously improved.The purpose of work is no longer just to make a living,but more important to achieve their own value.However,an increase in living standards does not mean an increase in happiness.In fact,while enjoying the benefits of economic development,people are also under the pressure of work.How to improve people's happiness while improving their living standard has become a hot topic in the society.Happiness is a subjective feeling and judgment of people,which is influenced by a variety of external factors.In the current happiness research,organizational justice is an inseparable concept.On the basis of intensive reading and induction of the existing relevant paper,this paper mainly studies two issues: first,the impact of organizational justice perception on employees' work well-being;further,the impact of distributive justice,procedural justice and interactive justice on employees' work well-being;Secondly,this paper explores whether generational differences play a moderating role between organizational justice and work well-being.By combing the above two researchDirected by Xie Hefeng problems,the research hypothesis of this paper is formed.This paper collects the data needed for the research by means of questionnaire survey,conducts empirical test on the research hypothesis proposed in this paper by means of correlation analysis and regression analysis,and draws the following research conclusions: first,the sense of organizational justice has a significant positive impact on employees' happiness at work.Furthermore,distributive justice,procedural justice and interactive justice have significant positive effects on employees' work well-being.Secondly,the intergenerational difference has a significant moderating effect on the relationship between organizational justice and work well-being.The research conclusion has theoretical significance for deepening and broadening the research scope of the existing organizational justice and work well-being.For managers to improve their management methods,they should adopt differentiated management methods for employees of different ages according to their personal strategies,so as to improve their work enthusiasm.