Research On The Relationship Between Organizational Justice And Organizational Commitment Of Knowledge Worker In China IT Industry

Organizational justice theory originated from Adams'theory of justice, and in recent years, it causes widespread concern in academic circles. Studes confirmed that organizational justice has the validity of a significant predictive effect on employees' job satisfaction, organizational citizenship behavior, organizational commitment, psychological contract, work and other aspects, so it becomes an important issue on human resource management. Because of IT industry employees'high turnover rate and low just feeling, strengthening organizational justice research and practice becomes even more urgent.The development of organizational justice has experienced the concept expansion of distributive justice, procedural justice, interpersonal justice and so on. However, domestic or foreign scholars did not have a unified point of view on organizational justice dimension, which has led to many studies can not be compared and integrated. On the other hand, organizational commitment is also an emerging theory of organizational behavior. There are few sdudes on the relationship between organizational justice and organizational commitment, and some conclusiones are even contrary.In the context, combined with China's cultural and knowledge workers' characteristics, this article has done some research on organizational justice of knowledge workers in China's IT Industry. The sdudies explore organizational justice dimension, the relationship between organizational justice and commitment, and the impact of demographic variables on organizational justice role, and enrich our organizational justice theory.The participants in this study are the employees from the IT industry in China. Through interview and survey methods, more than 300 partipants were sellected in this study and the data was analyzed by " The Statistical Package for Social Sciences "(SPSS). The result showes that the China IT knowledge workers'organizational justic has five factors, that is, information justice, interpersonal justice, distributive justice, procedural justice and climate justice. This justice order is different from abroad's, because it emphasizes the importance of information justice and interpersonal justice, and it finds the fifth factor, climate justice, which is related to "Guanxi" culture. Meanwhile, organizational justice and organizational commitment was significantly correlated. Information justice, distributive justice, procedural justice and climate justic have significantly prediction for the emotional commitment, and procedural justice, distributive justice and information justice have significantly prediction for the normative commitment. Finally, based on results of the study, the paper proposes human resources management strategies to improve the IT industry employees'sense of organizational justice, and a list of suggestions in the further research on organizational justice and the practice of human resource management in China have been put forward.