The Remaining Staff's Organizational Commitment Effect Of Organizational Justice In Layoff Process

Since 2007, the continuing global financial crisis, make more and more Chinese enterprises to take layoff as a strategy to improve efficiency. But, improper operation may make "layoff"into "reducing vitality", and seriously influenced the morale of remaining staff. Howover, the remaining-staff with different perceived control may take different response to layoff-justice. So, how to improve the efficiency of layoff process with the effect of perceived control should be penetrated deeply study.This paper is aimed at studying the functional efficacy of layoff-justice to remaining staff's organization commitment (hereinafter referred to as" organization commitment"), and also the interaction effect between layoff-justice and remaining staff's perceived control (hereinafter referred to as "perceived control").Firstly, this study summarized historical research outcomes of the three variables:layoff-justice, organization commitment and perceived control, and then subsequently presented the hypothesis of this paper. Secondly, the paper tied to prove the hypothesis using data collecting through the way of self-report questionnaire of some enterprises in zhejiang & shanghai which faced the economic crisis.The analyzing of the functional efficacy of layoff-justice to organization commitment is the basis of this paper. Using structural equation modeling approach, using LISREL statistical software, it firstly discussed the basic effect of layoff-justice followed by the relationships among perceived control, layoff-justice and organization commitment, and the moderator effect of perceived control in the process of layoff-justice to organization commitment at last.By empirical data, this paper found that, on the one hand, there existed a fair positive correlation between layoff-justice and organizational commitment, and layoff-justice affected organizational commitment; on the other hand, as a pure moderator variable, perceived control played an active role in the process that layoff-justice affected organizational commitment, that is to say, it not only played an active role of most paths in regulation, but also to some extent offset the impact of layoff-injustice to the organizational commitment.Therefore, I believe through this study, we can further clear that in a particular economic layoff, how to improve the efficiency of layoff process, how to improve the organization commitment of different perceived control staffs, and how to restore the "vitality" as soon as possible.The innovations is that, in the context of the financial crisis,this paper, from the perspective of the remaining staff, studies the effect of economic layoff-justice on remaining-staff's organizational commitment; sets perceived cpntrol as an moderate variable, using structural equation modeling to analyze the mechanisms of action, strengthen the research of the relationship between layoff-justice and organizational commitment. By all of these, this paper provides a good basis for enterprises to take more flexible way to maintain high level of organizational commitment.