Research On The Influence Of Fairness Preference And Psychological Contract On Job Satisfaction

Fairness preference is a kind of realistic economic consciousness of the individual. The research on fairness preference at home and abroad is mostly using experimental method to carry out large-scale, which limits the study to a certain extent. Therefore, this study adopts the method of combining qualitative and quantitative analysis, the research variables of system structure, structure of equity preference on employees and results.First of all, based on fairness preference in the domestic and foreign related research literature’s combined with the actual situation of enterprises conducted telephone interviews of staff, and invite experts from the aspect of human resources management consultation, preliminary determine the initial version of fairness preference scale, to analyzed the fairness preference, form validity in accordance with the requirement of measurement of equity preference scale. At the same time identified 15 items of employee’s equity preference evaluation of 4 structural variables, namely: income fairness preference, equal opportunity, personality preference fairness preference and procedural fairness preference.Secondly, analyzes the difference, demographic factors influence on employee fairness preference results, occupation categories and positions are individual factors affecting employee fairness preference, and fairness preferences of employees satisfaction degree from high to low is: personality preferences > fair income fairness preference >opportunity fairness preference > procedural fairness preference.Again, discusses the fairness preference, psychological contract and job satisfaction of the relationship between the three, the results found, fairness preference opportunities in fairness preference, personality preferences and fair procedural fairness preference for internal job satisfaction for employees and overall job satisfaction has significant positive predictive effect; fairness preference in income fairness preference, preference, equal opportunity personality and procedural justice fairness preference to employee preferences external job satisfaction has significant positive predictive effect; preference, equity preference in opportunity program fairness preference has significant positive predictive effect on transactional psychological contract and psychological contract; fairness preference in fairness preference, personality fairness preference, procedural justice has a great preference effect on relational psychological contract; psychological contract plays a part intermediary role in fairness preference and employee job satisfaction and overall internal and external.Finally, according to the current enterprise employee fairness preference situation, put forward from the improvement of staff welfare, to carry out non directive dialogue, establishing the self free transfer system and allow employees to participate in the four aspects of the daily management of the company to increase employee satisfaction fairness preference.