The Research Of Relationship Between Organizational Justice And Job Satisfaction

In the era of knowledge economy, modern organizations are faced up with the new competitive environment, and a group of high—quality talents in the organizations has been becoming the core factor of competition. Organizational justice is one of the most important factors of employees'Motivation, So how the enterprises treat the employees will greatly influence the working attitude and behavior of the employees. At the same time, job satisfaction plays an important role in morden business management, job satisfaction is an effective means of prevention and monitoring. Companies can stimulate staff'sense of participation and ownership and enhance their organizational loyalty by improving job satisfactionThere were many extensive and in-depth foreign studies of organization justice, organizational identification and job saticefaction. Though Relevant domestic researches in these fields were in initial stage, and those research results provided a meaningful reference to the management practices for enterprises. This paper attempted to use organizational identification to explore the relationship between leader empowering behavior and turnover intention, especially to research if organizational identification plays the role of an intermediary variable. First of all, the paper clarifies the problem of the research and its significance, overviews previous related literature and then establishes the research framework. The paper utilizes questionnaire survey and statistical analysis to study relationship of organizational justice, organization identification and job satisfaction. The hypotheses were largely supported. The main results were showed as follows.(1)The organizational justice and its dimensions is a significant positive predicator of job satisfaction. Among the four dimensions of organizational justice, the procedure justice is the most significant predieator.(2)The organizational justice and its dimensions is a significant positive predicator of organizational identification, and distribution justice is the most significant predicator.(3)The organizational identification is a significant positive predicator of job satisfaction.(4)The organizational identification are significant intervening variables between organizational justiee and its dimensions and job satisfaction.In the conclusion the paper points out the significance of the research and makes suggestions to leaders of enterprises. After that it points out the limitations of the research honestly and presents a future direction.It is hoped that the paper will be of use in following aspects: providing strong empirical support in human resources management programs and decision-making for our country'concerning enterprises, improving the perceptions of organizational justice in enterprises; promoting organizational identification of workers in enterprises; increasing the job satisfaction of knowledge workers in enterprises; increasing the individuals'commitment and loyalty to their organization: improving the construction of harmonious enterprises increasing the attraction and competition of the enterprises; and also perfecting the organizational justice theory.