The Study On The Relationship Between Employee's Jusyice Perceptions And Job Satisfaction

The research focused on the essential factors of employee's justice perceptions and job satisfaction, analysed the relationship between them, then verified the buffer role of demography variable. There were two parts in this study mainly, the first part was preparatory stage of theory, that was also domestic and international document summary part, on the base of reading a lot of research documents, the author first proposed basic research method and gave some hypotheses. The second part was demonstrational part, questionnaire was studied. 264 Chinese employees(valid samples) from different enterprises were surveyed through questionnaires to test the model, those calculations were handled and analyzed on the software of SPSS11.5. The factor Analysis, Reliability Analysis, Correlation analysis, Regression Analysis and Analysis of Variance (general liner modeling) were used in this paper, the study offered basis for this paper conception, and the hypotheses were largely supported. The main results were showed as follows.1. Under Chinese cultural background, justice perceptions existed three dimensions. They were distributive, procedural and interactional justice. Procedural justice and interactional justice were two relevant but different dimensions.2. The structure of job satisfaction was composed of five factors: job reward satisfaction, job itself satisfaction, the cooperation of team satisfaction, supervisor relationship satisfaction, organizational management satisfaction.3. Each dimension of justice perceptions was positively related to each dimension of job satisfaction.4. Employee's justice perceptions had forecast effect on job satisfaction. Distributive justice took significant and positive effect on job reward satisfaction, job itself satisfaction, the cooperation of team satisfaction, supervisor relationship satisfaction, organizational management satisfaction. Procedural justice took significant and positive effect on job reward satisfaction, the cooperation of team satisfaction, supervisor relationship satisfaction, organizational management satisfaction. Interactional justice took significant and positive effect on job reward satisfaction, job itself satisfaction, supervisor relationship...