A Study On Relationship Between Organizational Justice And Employee Satisfaction In Hotel Industry

Over the years, the Chinese hotel industry is always one of the industries which have high staff turnover rate. One of its reasons is the Chinese hotel staff's generally low job satisfaction. In the West, employee satisfaction had been organized as a "barometer", it has great significance for the development of their enterprises. So how to improve the employee's satisfaction, thus mobilizing the enthusiasm of staff and reducing the brain drain, has become a very important issue for every hotel enterprise.On the other hand, organizational justice as an important standard to measure the business management is being more and more attention. The research on the relationship between organizational justice and employee behavior (or feel) has also made some more valuable theoretical results, especially in the research on the effects that organizational justice to employee satisfaction, organizational commitment and organizational citizenship behavior, to some extent, these studies pointed out the possible directions for improving employee satisfaction.However, as Taiwan's well-known social psychologist Hwang (2006) points out, Western academic research conclusions are essentially based on their individualism values. The Eastern values has significantly different characteristics with Western culture, people's values are also quite different. So in the context of Chinese culture, can the Western existing conclusions and model be directly applied to China? How a Native research reasonable to absorb Western research? What is the relationship between organizational justice and employee satisfaction among Chinese people, and what different with the Western? These questions are worth further thought and study.Face to the above problems, this study aimed for the relationship between organizational justice and employee satisfaction in the Chinese hotel industry,hoping to find out the relationship between them in China situations. This paper is divided into five chapters, the main content of each chapter as following: chapter one is an introduction, this chapter introduced the background of this study, explained the purpose and significance and proposed the study questions. The second chapter is literature review, mainly carried out a more comprehensive review for the involved research on organization justice and employee satisfaction and also their relationship, thus lay a theoretical foundation for the study. Chapter three is the study design, it had an interpretation of variables based on the past literature and study, proposed theoretical model and research hypotheses and described the research method and the study process. Chapter IV is the results of analysis, used statistical software SPSS16.0 to have a statistical analysis of the collected data, studied the relationship between variables and obtained some statistical conclusions. Chapter V discussed the study results, obtained the main conclusions of this paper, pointed out some shortcomings of this study, prospected for future research and hoped to make a number of reasonable proposal for enterprise management practice according to research results.This study uses a way of empirical analysis to discuss the relationship between organizational justice and employee satisfaction of China's hotel industry, the results show that the four dimensions of organizational justice were positively correlated with employee satisfaction in the hotel industry, in which, distributive justice have the strongest association with the external satisfaction, interpersonal justice have the largest correlation with the internal satisfaction, and the interpersonal justice is also the most relevant with the employee overall satisfaction. This study also obtained some inconsistencies results in the Western classical conclusions: (1) comparing with distributive justice and procedural justice, the former can explain more variation of employee satisfaction; (2) the most significant effect for the external satisfaction is information justice; the greatest impact on the internal satisfaction is interpersonal justice; (3) in the Chinese context, compared to the other three factors, interpersonal justice has the most obvious impact on employee satisfaction. These conclusions are different form the general West views, but also shows that the special nature of Chinese culture and the importance of localization studies.Although this study has made some more valuable conclusions, due to lack of time and experience and the constraints of research resource, there are still many shortcomings and problems. For example, the limitation of the number of samples and its geographical constraints, and the unity of research methods. And the research of organizational justice and employee satisfaction is far from mature,there are many details worthy of our depth study. So that, we will further revise the questionnaire in further studies in the future, expand the number of sample and geographical diversity, and combine with the section data and time series data, to explore a more comprehensive study on the relationship between organizational justice and employee satisfaction of Chinese employees through a more rigorous approach.