Research About Relationships Between Organizational Justice And Organizational Identification For Knowledge Workers: The Moderator Effect Of Person-environment Fit Model

While China’s rapid economic development provides people with more job choices, but also makes the degree of organizational identification of employees gradually weakened.Besides,it lead to the appearce of fairness of business organizations and even the whole society. Knowledge workers in the community accounts for a large protion of social labor force, and is becoming the main pillar of the workforce. Therefore, the study of relationships between organizational justice and organizational identification, and the function mechanism of the effect of organizational justice on organizational identification is of great practical significance. In addition to organizational characteristics, job characteristics, individual characteristics can influence organizational identification, the matching of people and the environment can also affect the organizational identification. This study is to make person-environment fit model for the study perspective, and explore the moderating effect of the fit model on the relationship between organizational justice and organizational identification.Through sampling and data analysis, the study reached the following conclusions. First, of the three dimensions of organizational justice, only interactional justice can predict organizational identification positivly and significantly. Secondly, the two dimentions of person-environment fit model (demand - ability fit and value - supply fit) both positively predict organizational identification.Thirdly, demand - ability fit can positively moderator the effect of interactional justice on organizational identification; and value - supply fit can positively predict the effect of procedural justice on identification. The discussion and analysis found that the interactional fairness sense of employees is low and influences the level of organizational identification much. In addition to improve the level of interactional fairness to enhance the sense of organizational identification, we can also take measures from the aspect of person-environment fit.Finally, we discussed the limitations of the study from sample selection, the choice of research methods and the applicability of the three scales. In addition, the study gave some suggestions of how to improve the degree of organizational identification from the perspective of management practices. And pointed out the direction for future research - comparing the effect mechanism of organizational justice on employee organizational identification for different types of organizations.