The Relationship Of Compensation Justice, Perceived Organization Support And Organizational Citizenship Behavior

Human resource will become the most important resource of enterprises in the era of knowledge economy. The problem of compensation fairness is a more sensitive question in human resources management. And is an important research subject in the theoretic and practical fields of human resources management and organizational behavior.Organizational citizenship behaviors are employee behaviors that go beyond role requirements and facilitate organizational functioning. Researches and practices have improved that they played an important role on organizational functioning.Organizational support theory is quite a useful theory, on the basis of organizational support theory, this study is designed to examine the causal relation between organizational justice and organizational citizenship behavior. The main ideas of the research and its significance are addressed, as well as the theoretical model consequently.This research employs questionnaire method, and 207 questionnaires were collected in this research. Using Spssl6.0 and Amosl7.0 statistic software, data were analyzed and hypothesises were examined. At the end of this paper, we conclude some constructive suggestions which might be meaningful both to management and organizational practices.Our main conclusion as follows:(1) Both communication and internal justice are significant predictors of altruism. Appeal is a significant predictor of conscientiousness. Both participation and appeal can significantly predicate identification with the company;(2) External justice, internal justice, participation and appeal are all significant predictors of perceived organizational support;(3) Perceived organizational support can significantly predicate altruism, identification with the company, conscientiousness and protecting company resources.(4) Internal justice influences altruism, and partially mediated by perceived organizational support. Appeal influences conscientiousness, and partially mediated by perceived organizational support. Both participation and appeal influence identification towards company totally mediated by perceived organizational support. In all, perceived organizational support more significantly mediates procedural justice influencing OCB than distributive justice influencing OCB.