Organizational Commitment And Job Satisfaction On Organizational Distribution Fairness

The main content of this study is to explore the effect that the organizationalcommitment and job satisfaction on organizational distributive fairness.By using theempirical research, the perspective of cognitive evaluation and decision making behaviorevaluation to explore the consequences of organizational commitment and job satisfactionon organizational distributive fairness.On this basis, to provide some suggestions for theimprovement of the employee organization distribution fairness, to effect the managementpractices.In terms of research method, this research mainly adopts questionnaire method andexperimental method.The experimental result using three dependent variables to investigate the distributivefairness of the subjects.The first dependent variable is unfair threshold.In the ultimatumgame, proposals are put forward such as interval amount of proposed changes,when therespondents from accept to rejection scheme, the highest amount is defined as unfairthreshold.The second dependent variable is the fair judgment, make the participants in theultimatum game to evaluate the degree of justice.The third one is response amount,subjectswho act as proponent in the dictator game, when he/she allocated with the proponent in theultimatum game, what were their allocation scheme.The results showed that:(1) organizational commitment and job satisfaction are negatively related with unfairthreshold, and fair judgment, response amount were positively correlated.The main effectthat organizational commitment and job satisfaction to fair judgment is significant,andthere were significant differences in the level of fair judgment, low packet of fair judgmentof allocation was significantly lower than high packet of fair judgment of allocation.Inorganizational commitment to employees,emotional commitment plays the leading role. Injob satisfaction, inner satisfaction is more significant.(2) the subjects that given in response to the amount, the first is the job satisfaction that plays the leading role, secondly by the previous scheme, finally is the role oforganizational commitment.Unfair threshold and respond amount are significant negativecorrelation, the first phase of the other party proposed a more favorable scheme, in thesecond phase,the response behavior of the subjects will be more conducive.(3) In allocation process, people follow the principle of mutual benefit.Results showthat the "human orientation" subjects mainly follow the principle of mutual benefit toestablish fair standards and interpret behavior response; The subjects of"event orientation”mainly judgment based on objective.In the results of the discussion,,we would reveal the effect that the organizationalcommitment and job satisfaction on organizational distributive fairness mainly from dataanalysis. and give some suggestions of the management of the enterprise or organizationpractice and enterprise reform.This study also recognize the limitations and deficiencies, it’s replicability wasquestioned.we puts forward expectations for future related research.