The Research On The Influence Of Organizational Justice On Organizational Commitment Of Middle Level Managers

Organizational justice and organizational commitment are research hotspots in organizational behavior, from they were put forward. However, almost all existing study focuses on the every level employee. The study focuses on middle level managers and aims to explore their status of organizational justice and organizational commitment. The study also aims to explore how organizational justice influences organizational commitment.Organizational justice questionnaire of Liu ya, Long li rong and Li ye and organizational commitment questionnaire of Tan cheng are adopted as research tools. With the help of Software spss 11.5, the factor analysis and the examination of Cronbach a coefficient were taken to modify the questionnaires. Through data analysis, the questionnaires are proved with good reliability and validity.The study takes demographic variables as variables to discuss organizational justice and organizational commitment of middle level managers after describing their total status. For organizational justice, the 1st result is that leading justice is higher, followed by distributive justice, procedural justice and informational justice. The 2nd result is that organizational justice variance is not significant in gender, age and education, while distributive justice variance is significant in support family. For organizational commitment, the 1st result is that normative commitment is higher, followed by affective commitment, ideal commitment, occasional commitment and continuance commitment. The 2nd result is that organizational commitment variance is not significant in gender, age and support family, while occasional commitment variance is significant in education.On the prediction of organizational justice on organizational commitment, there are 4 dimensions of organizational justice respectively which can explain the variation of 5 dimensions of organizational commitment.