Based On The Reference To Rely On Enterprise Staff A Sense Of Fairness

Justice is the ideal of human society. Organizational justice affecting on employee’s psychological and behavioral effects can’t be ignored, and then impacts the entire organization’s efficiency and competitiveness. This study focuses on the effect from dependence of employee’s sense to their fairness. The issue is not just a hotspot in the academia, but is also meaningful for improving the management level of enterprise managers.This study firstly reviews the theory and concept of fair sense. The paper is divided into two parts. In the first part we summarize and review the research of distributive justice, procedural justice, interactive justice. Firstly, we clarify the concept of distributive justice, procedural fairness and interactive fair. Then we introduce the development and theory of distributive justice, procedural justice, interactive justice in foreign. Finally, we review domestic research. In the second part we introduce the concept and type of object reference, recent research and its relationship with a sense of fairness. And we focus on factors which impacts reference to the object selection, also theoretical models.In the literature review, based on two studies to explore the light-dependent employees based on a sense of fairness.(1) The first study analysis and discussion based on distributive justice, procedural justice, interactive object selection with reference to fair rules and characteristics.We use the qualitative research methods at first. We interviewed18employees and transcribed into40,000words text data, using computer-aided software Weft QDA to code and analysis. We described distributive justice, procedural fairness, a fair perception of the interaction in detail on the basis of this information, especially on the way to choose the reference object. And from which we get two relative employees core concept:comparability and individuality. Comparable not only includes reference to the reality of the object, but also similarities. Individuality means employees tend to compare between groups and groups. Then we summarize the factors that influence the choice of enterprise employees’object of reference from the interview materials: personal factors and organizational atmosphere factors. Based on which it proposes the theory model of the enterprise employees’ object of reference, illustrate the whole process of acquiring the information of reference object, integrating them, and estimating their comparability at last.(2)The second study discusses the influence of choosing references towards enterprise staffs’ fairness.First of all, we do the different research on the influence factors in deciding the reference object by the Non-parameter test. The result shows that the people with different ages and in different properties of enterprise don’t influence the choice of reference object significantly; the people with different developing status of enterprise are indistinct in referent reliance when based on interactive justice; the people of different positions and different developing status of their enterprise are distinct in the referent reliance when based on the fair distribution; the people of different ages, different working ages and different positions are obvious in referent reliance when based on interactive justice; the people of different marital status, ages, diplomas, working ages, enterprise scales, month incomes are partly obvious in the referent reliance; the people of different marital status, diplomas, enterprise scales, month incomes are partly obvious in referent reliance when based on the interactive justice.Then, the paper studies the influences of choosing references towards distribution and interactive fairness using regression analysis method。After that, the results reflect that the influence towards distribution fairness from big to little was as follows:internal uplink comparison, external downside comparison, internal parallel comparison, internal downside comparison, external uplink comparison, external parallel comparison. The results also reflect that the influence towards interactive fairness from big to little was as follows:internal downside comparison, external parallel comparison, external uplink comparison, external downside comparison, internal parallel comparison, internal uplink comparison. At last, using variance analysis to check out the all the results and get the conclusion which is the influence towards distribution fairness from big to little was as follows:internal uplink comparison, external downside comparison, internal parallel comparison, internal downside comparison, external parallel comparison, external uplink comparison; while the influence towards interactive fairness from big to little was as follows:internal downside comparison, external downside comparison, external parallel comparison, external uplink comparison, internal parallel comparison, internal uplink comparison.