The Research On The Employment Relationship, Perceived Organizational Justice And Employee Attitude Variables

As the biggest changing economic system, our country is dramatically experiencing social and economical transformation. This transformation influnces the shift of the employment relationship. With increasing international competition and rapid rechnological change, a variety of employment relationships have been used by organizations. These relationships are wanted to reduce the management cost, improve employee performance. And the employee reponses differ under different employment relationships, such as performance, organizational citizen behavior, organizational commitment. Organizational justice has become the hot issue in management, psychology, sociology. In the past twenty or thirty years, more and more researchers focued on why people cared organizational justice, they tried to find out the factors which affect the perceived oraganizational justice. Also, more and more evidences show that organizational justice has great influce on the employee performance and work attitudes in the organization. So, the researchers expect to enhance the organizational justice perceived by employees to improve employee performance and behavior.Firstly, based on the theories, we chose 225 employees in the Zhejiang companies to make an empirical study. Based on the social exchange theory, this article describes the four kinds of employment relationships difined from the employer's perspective and proved the following results:(1) The employees under different four types of relationships have different perceived organizational justice, organizational commitment, turnover intention. In general, employees perceived higher organizational justice, and expressed a higher level of commitment to the organizational, and had lower turnover intention when they worked in a mutual investment relationship than when they worked the other types of employment relationship.(2) Organizational justice is evidently positively correlated with organizational commitment, evidently negatively correlated with turnover intention.(3) LMX moderates the linkage between organizational justice and organizational commitment.Then, by a case research, this article tested the main results proved by the empirical research. Finally, on account of the limitations, the article brings award the future research expectation.