The Study On The Relationship Between Organizational Justice And Job Performance

This paper is researched on the staffs of the enterprises in the region of Pearl River Delta, seeing from the angle of organization justice. By means of quantitative analysis, the thesis is to study the connotation of organization justice, and its impact on job performance. On the basis of summing up all the former learning results, organization justice is labeled as outcome justice, procedure justice, leadership justice, information justice, and the performance is also labeled as in-role performance, out-role performance (organization citizenship behavior), to analyze the correlations of all the factors among organization justice and job performance thoroughly.The study adopts the means of questionnaire investigation, which have investigated 163 employees in nearly 10 corporations. According to factor analysis, Pearson correlation analysis and regression analysis, we get the conclusions as follows:a. The four factor organization justice configuration, which is fit for the situation of China, is confirmed to have good structure validity.b. Organization justice has obviously related to the out-role performance. Under the background of Chinese culture, procedure justice is not related to job performance. Meanwhile, leadership justice is the most closely associated to job performance.c. Organization justice is a positive predictor of out-role performance. Among all the four factors of organization justice, only leadership justice can significantly predict job performance.d. The staffs of different gender, education level show significant difference in some dimensions of organization justice. However, the staffs of different duty level and unit type show no significant difference in organization justice.Finally, several pieces of advice were presented for the company to improve the organization justice.