Analyzing The Justice Factors To Make The Salary Management More Effective

The employee is the most important wealth of the organization. The realization of organization's target depends on how to develop the human resource effectively. Designing and keeping a set of effective incentive system is one of the key missions of human resource management. What makes the incentive system play is the attitude that the employee treats it. The most direct realm that the organization justice involves is the employee's salary justice perception.The thesis begins from analyzing the object of justice perception, the salary system of enterprise. By studying theories and empiricism we got the conclusion that there is difference between the employee and the manager in dimension of the justice perception. The management pay more attention to exterior justice, while the employee pay more attention to inner justice, and personal justice of the management higher than that of the employee's .This conclusion is conducive to design the framework of salary system according to the employee's layers; The creation of justice feeling comes from a process experience (procedural justice) and result comparing (distribution justice), Making sure the relation between the distribution justice and procedural justice can help us to control the process of salary management.The two dimensions of justice perception, procedural justice and distribution justice synthesize the employee, but lay respective emphasis on concrete attitude and behavior. Finding out the dissimilar emphasis make it possible that controlling the justice perception to affect the employee's attitude and behavior. In the thesis we made use of various research methods such as interview method, questionnaire method etc. spss 11.5 statistics software is also used to analyze the data of questionnaires, analyze methods include description and correlation analysis, by testing to ensure the conclusion is validity and reliability,...