Study On The Relationship Of Organizational Justice, Organizational Identification And Adaptive Performance Of Labor Dispatch Employees

Study on the Relationship of Organizational Justice, Organizational identification and Adaptive Performance of Labor Dispatch EmployeesRecently, with a market economy developing rapidly, the labor dispatching in China's enterprises has become more and more universal. The accepting units contain institutions, government agencies, company involving many industries such as manufacturing, services and so on. They can effectively reduce the human cost, simplify HR management and avoid labor disputes. The benefits, welfare, bonuses between dispatching workers and the regular employees are large gap because of employment in different ways, which seriously affects the perception of organizational justice of labor dispatch workers, thereby affects their work performance. Equity for the dispatch workers gradually become an important research for scholars.In business, managers find different dispatching workers of the enterprise being not the same perception of organizational justice, and the organizational identification is different for them. The dispatching workers'ability ,including learning new skills ,applying new skills, innovation ability, and stress management, has some differences, Also does the adaptability of company relationships have differences. organizational justice and organizational identification will affect these abilities? There were many researches on the organizational justice, organizational identification and adaptive performance. Adaptive performance as a dimension of job performance, few scholars research the relationship among organizational justice, organizational identification and adaptive performance. In this study, I study the Interaction of organizational justice, organizational identification and adaptive performance from the practical problems. After reading much relevant literature in China and abroad., I start to study the relationships of organizational justice, organizational identification and adaptive performance. in company. My investigation objects were labor dispatching employees in"yiqi". The independent variable is organizational justice, dependent variable is adaptive performance. The mediating variable organizational identification. I visited 10 people in the company and asked some questions and then got data by PSQ. This research adopted the method of questionnaire and handed out 300 questionnaires with 275 effective copies. Through the statistical analysis, such as Factors Analysis, One-way ANOVA, Person Correlation Analysis, Hierarchical Regression, and SEM, the research has got discoveries as follows:①There is a significant positive correlation between organizational justice and adaptive performance, improving organizational justice will help to improve their adaptive performance.②There is a significant positive correlation between organizational justice and organizational identification. The procedure justice and information justice have significant positive correlation with organizational identification.③There is a significant positive correlation between organizational identification. and adaptive performance, improving organizational identification will help to improve their adaptability performance.④Organizational identification to organization holds a media relationship between organizational justice and adaptive performance. The frame of this paper was right.Firstly, this research has profound theoretical meanings and practical meanings. In theory: reveals the organizational justice for adaptive performance and secondly reveals the relations between organization identity and adaptability achievements ; Organizational justice and organizational identity are identified to be significantly positive correlation; Finally, the relationship of organizational justice, organization identity and adaptability got enriched. In practice, improving fairness perceptions of labor dispatching work can promote their organization's identity and belonging, and improve adaptive performance; enterprises and the accepting units should treat labor dispatching work fully equitable. Based on the validation of the theoretical model, the research puts forward the advice for outsourcing labors management such as establishing the system to implement procedure justice, carrying out"equal pay for the same work", enhancing the interaction between superiors and employees, and fostering the organizational culture with organizational identification in order to improve the adaptive performance.