An Empirical Research Of Relationship Between Organizational Justice, Job Burnout And Affective Commitment

Organizational justice, job burnout and affective commitment are three important problems which managers may often face, and which are also focus of recent studies. Researches on the relationships among organizational justice, job burnout and affective commitment are beneficial both to theory and to practice. This paper studies the relationship among these three things from an integrated view, and discusses the function of job burnout in the process where organizational justice influences the affective commitment. By empirical analyse, this paper draws conclusions as follows:(1) Employees' perception to organizational justice is moderate while their perception to the interactional justice is higher. Job burnout of employees is moderate while cynicism and inefficacy are higher. Affective commitment of employees is moderate.(2) Distributive justice, procedural justice, interactional justice have significant negative relationship with exhaustion and cynicism; Distributive justice, procedural justice have significant negative relationship with inefficacy. The three dimensions of organizational justice have significant positive relationship with affective commitment. The three dimensions of job burnout have significant negative relationship with affective commitment.(3) Distributive justice and procedural justice can negatively predict exhaustion; Distributive justice and interactional justice can negatively predict cynicism; Procedural justice can negatively predict inefficacy. These variables, including distributive justice, interactional justice, exhaustion, cynicism and inefficacy, can predict affective commitment. Distributive justice and interactional justice will positively predict affective commitment. Exhaustion, cynicism and inefficacy will negatively predict affective commitment.(4) In the process where organizational justice influences affective commitment, job burnout will partly play a mediative role. In the process where distributive justice influences affective commitment, exhaustion and cynicism will partly play a mediative role; In the process where procedural justice influences affective commitment, exhaustion and inefficacy will partly play a mediative role; In the process where interactional justice influences affective commitment, cynicism will partly play a mediative role.(5) organizational justice, job burnout and affective commitment have some significant difference in some demographic variables individually. Interactional justice has a significant difference in education; Cynicism has a significant difference in sex, age and marital status; Inefficacy has a significant difference in age and working experience. Affective commitment has a significant difference in education.