Research On The Relationship Between Organizational Justice And Employee Silence Of Knowledge Workers

Employee silence is a prevalent phenomenon in the organization which means that employee is aware of the problems existing in the organization but not expressing his idea of a conscious act. Employee silence not only makes big obstacles on sending messages in internal organization and affects the quality of the manager, but also does great harm to the employee himself, it can reduce the employees’belonging and trust of the organization, bring job burnout and so on, the results are a low employee performance and a bad effect to the enterprise. As employee silence can bring a lot of negative effects, it is studied by more and more scholars.In the traditional culture influence, the silence of employees in domestic organization is more common, however, the corresponding research on the employee silence is still at the starting stage. The research on the relationship between organizational justice and the employee silence is very little, at the same time, the conclusion is also not uniform. Based on the characteristics of knowledge workers, their attitudes and behaviors on work would be different with the general staff, influenced by the perceived organizational justice. Therefore, this article will take the knowledge workers as the object of research, study the relationship between organizational justice and the employee silence, taking perceived organizational support as an intermediary variable, under the background of China. Through the research, it hopes to find management countermeasures to break the silence of employee.This paper is to build models, assume, and study organizational justice and the relationship between the organization to support a sense of employee silence, which is based on literature results of research and analysis. And finally the paper makes a number of management recommendations according to the result of this research. The paper is divided into five chapters. The first chapter is the introduction of describing the research background, purpose and significance, and elaborating the research method, the train of thought and innovation; the second chapter is the literature review, which summarizes the related literature about knowledge workers, organizational justice, organizational support, and employee silence; the third chapter is the design of the whole research, it propose the research hypotheses on the basic of the relationship between the three theories; the fourth chapter is the statistical data and empirical analysis, using SPSS with data collected to analyse the relationship between organizational justice, organizational support and employee silence, at the same time, validate the previously proposed hypothesis; the fifth chapter is the conclusion and expectation. the results of empirical analysis are discussed and summarized, It puts forward the corresponding management of recommendations, and the shortage of this research and prospect.The main innovation of this research includes:Firstly is the innovation of the research object. Although domestic and foreign scholars paied attention to the silence of employee, but researches on the relation of organizational justice and the silence of employee is still relatively little, the research object has not been distinguished, and the conclusions are inconsistent. Based on the characteristics of knowledge workers, their attitudes and behaviors on work influenced by their perceived organizational justice may be different from the general staff, therefore, this study selects knowledge workers as the research object, discusses the effects which organizational justice makes on the employee silence.Secondly is the innovation of the research content. Taking perceived organizational support as an intermediary variable is a exploratory research of this paper, it is hoped to enrich the contents of the research to organizational justice and employee silence. And on that basis, the paper also put some suggestions about the management.