Research On The Relationship Between Organizational Justice And Organizational Commitment Based On Perceived Organizational Support

Since organizational commitment was proposed, it has made many researchers in the field of human resource management and organizational behavior interested in it. Numerous studies have confirmed that organizational commitment is an important factor to affect employee behavior, is a good variable to predict employee turnover.Since the high organizational commitment can effectively reduce employee turnover and increase employee performance, then the human resources management should focus on staff training and organizational commitment. Past research on organizational commitment at home and abroad are mostly concentrated on the outcome variables, the study of antecedent variables did not reach a unanimous conclusion. In fact, the study of antecedent variables is the origin, if we know what affects the organization commitment, how they affect organizational commitment, we can put forward corresponding management measures to overcome the negative factors, enhance positive factors which is important for management practice.In recent years, some researchers suggested that organizational justice is one of the main factors to affect organizational commitment. Through the Survey of organizational justice, perceived organizational support and organizational commitment, this study Analyze the relationship between organizational justice and organizational commitment, believe perceived organizational support play an intermediary role, then give some suggestion on employee behavior management.This paper describes the research problem and significance, defines the concept of organizational justice, perceived organizational support and organizational commitment, and reviews the related theoretical literature. Based on the review of related research at home and abroad, I establish my own research model, select the staff in Suzhou, Shanghai, Nantong, Ningbo, Hangzhou and other parts as samples to collect corresponding data by questionnaires.Through the analysis of questionnaire data, we get the following conclusions: (1) Organizational justice and perceived organizational support has a significant positive correlation. (2) Perceived organizational support and organizational commitment has a significant positive correlation. (3) Organizational justice and organizational commitment has a significant positive correlation. (4) Perceived organizational support plays an intermediary role between organizational justice and organizational commitment. Finally, I make conclusions of this study, describe the deficiencies, and point out future research directions.