The Influence Of Organizational Justice On Employees’ Innovation Performance

In the current environment of economic development,the core technology and innovation resources of enterprises have become a key factor related to individual development of enterprises.Under the current international situation,how to comprehensively promote and implement innovative development in China is to improve the efficient and high-quality development of enterprises The important means of cultivating innovative talents,social factors that strengthen innovation and development,enhance innovation and development momentum,and enhance the comprehensive competitiveness of enterprises have become urgent problems in domestic economic development.Organizations fairly can effectively enhance the trust between employees and organizations,and then employee’s work performance will also improve.This article uses corporate employees as the research object,first summarizes the concepts,dimensions,measurements,measurement and related research of organizational fairness,insider identity cognition,work embedding and innovative performance,and clarify the organization of fair theory,demand and motivation theory,social exchange theory and role,and roles.Agree theory.Secondly,the research assumptions are proposed,from the perspective of the organization,the introduction of organization fairness,from an individual perspective,introduce the identity cognition,work embedding,and innovative performance of insider,discuss the relationship between the four variables,and establish a research model.Design questionnaires,issue 400 questionnaires,and recycle 334 valid questionnaires.Finally,the questionnaire data is based on the analysis,related,and regression analysis inspection of the data of the data,and the relevant conclusions are obtained: organizational fairness will have a significant positive positive impact relationship on the performance of variable innovation performance.The identity cognition inside plays an intermediary role between the fairness and its dimensions(allocated,fair procedures,and fairness in procedures,and fairness in proceeds,and fairness in interaction).The work embedded in a regulatory role in the identity cognition and innovation performance of the insiders.The work embedded in the adjustment of the identity and innovation performance of the inside person.Cognition is enhanced and is willing to give full play to its own potential for the organization.On the contrary,when the work is embedded,employees have poor awareness in insiders,and they are unwilling to pay time and energy for the organization and have poor awareness of innovation,which will affect low innovation performance.According to the analysis conclusion,the fairness of the organization as an important part of the organization relationship in the work,the process of the processing of things at work,the fairness of the result,and the attitude of the attitude of others are of great significance to corporate employees.The feedback and suggestions at work enabled enterprise employees to feel the trust,support and recognition of the enterprise,and to improve the individual’s identity and work embedding level,so that employees have more innovative behaviors.Therefore,corporate managers can establish a fair performance management system,create a fair organizational culture,and improve the perception of organization members of allocation,proceedings,and interaction,and enhance the identity cognition and work embedded in insiders to enhance employees’ innovative awareness.