The Empirical Study On The Effects Of Organizational Justice On The Staff Performance

Based on the Social Exchange Theory, this dissertation utilized the quantitative analysis method to discuss how the staff performance is influenced by Organizational Justice with respect to Procedure Justice and Interactive Justice. By referring to the research literature, the staff performance has been divided into 2 aspects, including task performance and relationship performance. Then the mediator effect of Perceived Organizational Support and Leader-Member Exchange was deeply elaborated in the process of Organizational Justice affecting staff performance.More than 350 personnel from different corporations were investigated by questionnaire to form the statistical data. Subsequently, these data were analyzed from the view of described statistic, reliability and validity by using SPSS13.0. Finally, the effect of the mediator variables was analyzed via structural equation model software AMOS7.0, furthermore, the model was evaluated and fitted. The main results of this paper can be summarized as follows:(1) In the organizational justice, there are high relationship between Procedure Justice and Interactive Justice.(2) The Perceived Organizational Support plays a mediator role in the process of Procedure Justice affecting the task performance instead of the relationship performance.(3) In the process of Interactive Justice affecting both task performance and relationship performance, the Leader-Member Exchange fully acts as a mediator.Above conclusions make a lot of senses not only to theory study of human resource management but also practice application to enterprises, however, there are still some defects which should be enhanced and improved in the later work, such as the number of sample data is limited and the way to survey can not be too exhaustive.