Research On The Influence Of Perceived Organizational Justice On Job Performance In H Bank And Its Improvement Strategies

The financial industry plays an important role in China’s economic development.As a representative enterprise of the financial industry,banks have an important impact on the stable development of the national economy.Nowadays,domestic commercial banks are fully integrated into the tide of global economic integration,facing double challenges from internal and external markets,and the pressure of industry competition is surging.High level organizational performance has gradually become an important factor for the industry to form a competitive advantage,and the high performance of the organization needs to be achieved by improving employee performance.As a star enterprise in Hebei Province,Bank H has some problems in human resource management in recent years,among which there are many unfair factors,leading to a decline in employee satisfaction,which has an impact on job performance.Organizational justice and job satisfaction are the main factors that affect employees’ work status,but they are often ignored because they seem not directly related to economic benefits.Therefore,attaching importance to and improving employees’ organizational justice and satisfaction is an important means to improve employees’ job performance of Bank H.This paper studies the impact of organizational justice on job performance and improvement strategies.First of all,the author uses the three dimensions subdivided by the concept of organizational justice as the theoretical support,combined with the development status of Bank H and the employee questionnaire of Bank H,constructed the evaluation model of Bank H’s sense of organizational justice,and found the problems in Bank H’s sense of organizational justice.Secondly,through empirical analysis,the author finds out the correlation between organizational justice and job satisfaction,and then affects job performance.Thirdly,the author puts forward relevant suggestions for improvement of distributive justice,procedural justice and interactive justice in the sense of organizational justice of Bank H.Finally,after making suggestions on optimizing the sense of organizational justice,the author combined with the balanced scorecard theory to put forward relevant improvement suggestions on H Bank’s finance,customers,internal processes,learning and growth.In order to improve the work performance of Bank H in terms of human resource management by improving employees’ sense of organizational justice and job satisfaction,Bank H should combine its own actual situation.The possible innovation points of this paper:(1)In terms of research content,the research object selected in this paper is Hebei Branch of Postal Savings Bank of China.The research and analysis of the organizational justice of Postal Savings Bank in the provincial regional market may be the innovation point of this paper.(2)In terms of research theory method and research model,the satisfaction evaluation model of H Bank’s organizational justice based on the concept of organizational justice and AHP fuzzy comprehensive evaluation method may be the innovation of this paper,the empirical analysis of the indirect impact of organizational justice on job performance through job satisfaction may be the innovation of this paper...