Research On Pay Preocedural Justice And Organization Citizenship Behaviour Of Chinese Enterprises Staff

Fair is the people's sense of a fair awareness, can effectively predicting the organizational behavior. Generally speaking, improving the sense of fair can promote organizations function, Increase staff positive attitudes and behaviour,for example,Job Satisfaction,Organization Commitment, Organization trust,Organization citizenship behaviour. Pay procedure justice is in process on the distribution of pay equity, that is to say, organizations institute the distribution process is fair or not,it is belong to organization justice.A lot of foreign researches(Leventhal , 1980 ; Lind &Tyler , 1988 ; Korsgaard etc, 1995 ; DeConinck & Stilwell ,2004) found that, People's awareness of the organization justice is decided by the cognitive of procedural justice, not by the distribution justice. Pay management is one of the most important business management. To organization, the affecting staff attitudes and behaviour, It is also a typical business major cost items;To staff, the relevant policies,systems with salaries impact of their total income, There has a tremendous impact to the standard of living. As a result, salaries distribution is the most important benefit distribution which the staff and Organization care about. As stated above, it is very necessary and meaningful that researching on the procedures justice of the pay management.This research used interviews, questionnaires and other methods, investigation of the employees, managers of the pay procedural fairness opinion. On the basis of interviews and open questionnaire,we composed "Organization Pay procedures Justice questionnaire",made a preliminary test to 168 employees, through testing of reliability and validity,theαcoefficient of each dimension of the questionnaire between 0.7-0.9, the overall a coefficient is 0.9353, the entire questionnaire has a high reliability.Through factor analysis, confirmatory factor analysis,we found that Pay procedures Justice has 5 dimensions,owe a high validity .Then we use"Organization Citizenship Behaviour questionnaire" which authorized by master Zhang qiu yan , the half reliability and the a coefficient is 0.88 and 0.93, Random released to investigate 414 emplyees,to further investigate of the relationship between Pay procedures Justice and Organization Citizenship Behaviour.The findings of this research shows:1 .Pay procedures Justice has 5 dimensions, the five dimensions are: process Participation , Leadership support, Initial preparations, Scientific assessment, Enterprise system.2. With the increase of the staff's age , the staff form a fair judgement for organization Justice, the impact of fair procedures become smaller.TO the group of 35-45 years old, the dimensions of enterprise system, the least impact for them.3.With the increase of the staff's qualifications, the staff form a fair judgement for organization Justice, become larger.4.To the private nature enterprise, the staff form a fair judgement for organization Justice, the least impact of the pay procedural Justice .5.To the staff of different backgrounds, organization Citizenship Behaviour is the difference.6.There has a high degree of positive correlation between Pay procedural Justice and Organization Citizenship Behaviour. Pay procedural Justice increasing,more Organization Citizenship Behaviour, Pay procedural Justice decreasing,much less Organization Citizenship Behaviour.