The Dimensionality Of Organizational Justice And The Unique Effects Of Justice Dimensions On Key Outcomes

According to Jason A. Colquitt, the field of organizational justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. The results of a meta-analytic review of 183 justice studies illustrate the relationships among distributive, procedural, interpersonal, and informational justice. As the social context and cultural background are quite different from western countries, do the organizational justice have the similar components in China as in western countries? Generally, the research on organizational justice in China cultural background focused on a two-factor conceptualization of justice: distributive justice and procedural justice, the organizational justice was regarded as a two-factor structure without any question. This study is designed to explore and confirm the multi-factor structure of justice in China cultural background.This research explores the four-component construct of organizational justice in China and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly field study. The process of this research was divided into 4 stages. First, items for the measure were collected by open questionnaire, and categorized by the justice literature. After conception analysis and experts evaluation, 32 items was accepted as the measurement of organizational justice, together with the performance questionnaire, organizational commitment questionnaire, organizational citizenship behavior questionnaire, an instrument with 66 items and an open question item was finished. At stage 2, a study was implemented in 5 different companies ,and 446 valid questionnaires were collected, by the analysis of this 446 subjects using the exploratory factor analysis (i.e.EFA),a four-component construct of organizational justice was firmed .The four dimensions were named as procedural justice, distributive justice,leader justice and leader interpretation. At stage 3, the four-component construct was confirmed the best compared with the one-component, two-component and three-component model by the analysis of another 346 subjects using confirmatory factor analysis (i.e.CFA).In addition, the results also indicated the organizational justice questionnaire had high reliability and validity. Finally, the results of correlation and regression analysis indicated the organizational justice had significant positive effect on consequence variables, including performance, organizational commitment, organizational citizenship behavior and organizational turnover intention,...