A Study Of The Relationship Between Equity Sensitivity And Organizational Justice

Researchers are paying more and more attention to organizational justice questions now. Most of the researches are about the effect justice or injustice brings to employee and organization. Answers to why some people feel justice while others feel not under the same organization background is rare. The concept of equity sensitivity provides a new perspective to organizational justice, and points out that the preference to equity is stable and individually different. In the last decade, foreign researchers had made efforts to investigate the construct, measurement, relationship with other variables and influencing factors of equity sensitivity. However, there is no relative empirical research in Chinese organizations, not to mention research about the relationship between equity sensitivity and organizational justice. What equity sensitivity do Chinese employees have? Dose it influence justice perception? What factors have predictive effect to equity sensitivity? These questions are all worth discussing under Chinese culture.The current research aims to solve three questions through an empirical method: 1) to understand employees' organizational justice situation under Chinese context, to see how demographic variables influence organizational justice; 2) to justify individual difference of equity sensitivity, and the effect it brings to justice perception; 3) to explore the relationship between work value and organizational justice, and integrate the relationship among the three concepts. The research results shows: 1) Organizational justice was found significantly related with work years, education, position and monthly income, but not with gender, marriage and age; 2) Equity sensitivity differed among individuals and was significantly influenced by work years and education; 3) Prefer input and prefer outcome were two separate dimensions. People who prefer input felt more justice, but the opposite effect was not found among people who prefer outcome; 4) Benevolence graded highest on organizational justice, equity sensitivity the second, entitlement the third and equity indifference the lowest; 5) Altruism and self realization had positive relationship with prefer input dimension while hygienic factors and reputation had positive relationship with prefer outcome dimension; 6) Relatively speaking, benevolence regarded interpersonal relationship and altruism most, entitlement regarded hygiene and reputation, equity sensitivity regarded all work value factors, equity indifference didn't regard any work value factor; 7) Work value had indirect relationship with organizational justice, and only interpersonal relationship had positive predictive effect to organizational justice.