The Influence Of Organizational Justice On Job Involvement

The issue of justice has always been the focus of people’s attention.More than 2,000 years ago,Confucius warned "not to worry about scarcity but to worry about unevenness",which refers directly to people’s desire for justice.While"equality without scarcity" is the pursuit of social stability,organizational justice is related to the overall effectiveness and competitiveness of an enterprise.Research shows that organizational justice can effectively predict people’s organizational behavior,and in organizational behavior,job involvement is undoubtedly an important factor that both companies and employees are concerned about.Organizational justice can influence employees’ job involvement,but there is still some room for research on the specific influence path between the two.In view of this,this paper broadens the research perspective from the commonly used social exchange theory to the emotion theory of positive psychology,and tries to investigate the internal mechanism of organizational justice on employees’ job involvement,and explore the mediating role of positive affect and the moderating role of perceived organizational support,so as to further explain the mechanism of organizational justice on employees’ job involvement and provide some basis for enterprises to take measures to improve employees’ job involvement.This paper mainly uses literature research,questionnaire survey and statistical analysis.The data were analyzed and processed by SPSS 26.0 and AMOS24.0 software,and the research model was tested based on the survey data of 265 employees from different regions and different industries,using a combination of reliability analysis,validity analysis and linear regression analysis.These finding showed that(1)organizational justice has a significant positive effect on employees’ job involvement;(2)organizational justice has a significant positive effect on positive affect;(3)positive affect has a significant positive effect on employees’ job involvement;(4)positive affect mediates the positive relationship between organizational justice and employees’ job involvement,and when the stronger the sense of organizational justice is,the more positive affect employees have,which in turn promotes organizational justice;(5)perceived organizational support moderates the relationship between organizational justice and job involvement,and the stronger the sense of perceived organizational support,the stronger the positive relationship.This study looks for the path to improve employees’ job involvement from the perspective of justice theory and the emotion theory of positive psychology.The findings of this study show that employees’ sense of organizational justice can positively influence positive affect and thus promote job involvement,while employees’ sense of organizational support can moderate the positive relationship between organizational justice and job involvement.The conclusions drawn in this paper deepen the understanding of the mechanism of organizational justice on employees’ job involvement,make certain theoretical contributions to enrich the existing research gaps,and provide practical suggestions for managers on how to manage employees more effectively and achieve optimal allocation of resources.