Research On The Moderating Impact Of Knowledge Workers’ Power Distance On The Relationship Between Organizational Justice And Organizational Identification

At the Knowledge Age, the knowledge workers are playing an enormous role inthe enterprise as the main role of new emerging forces. Therefore, to improve theproductivity and competitiveness of enterprises, enterprises have to increase theoutput of the knowledge workers. So the purpose of this study is to change thepractical problems existing in the enterprises into the theoretical problems, byimproving the organizational justice of enterprises’ knowledge employees, enterprisescan improve workers’ identity in the organization, which can improve employees’work efficacy.This study firstly reviewed the predecessors’ research results and settled therelated literatures of organizational justice and organizational identification, then wefound that many scholars have verified organizational justice as one of antecedentvariables of organizational identification affecting the formation of organizational identification. However, different knowledge workers’ perception whether theorganization is fair or not is various in the practice of enterprises, so the managers ofenterprises need to implement different management strategies for differentemployees to improve their organizational justice, and then improve theirorganizational identification. By collating the literatures we found that power distancecan affect employees’ perception of organization as an importantdimension(Hofstede,2000). So this text tidied the relationship of variables, analyzedthe influence factors of organizational identification, and then proposed the modelthat power distance can adjust the relationship between organizational justice andorganizational identification. In this study, we issued400copies questionnaires to theknowledge workers in the enterprises of Beijing, Shanghai and Hangzhou Province,and then we conducted a series of analysis such as Factors Analysis and RegressionAnalysis against the279copies valid questionnaires. By the relevant data analysis,we tested and verified the relations of organizational justice, organizationalidentification and power distance. The results were showed as follows: (1) Organizational justice has significant positive influence on organizationalidentification. In terms of four dimensions of organizational justice, procedure justice,distributive justice, information justice and interpersonal justice also have significantpositive influence on organizational identification.(2) Power distance adjust the relationship between organizational justice andorganizational identification, organizational justice of the knowledge workers whosepower distance are lower has stronger influence on organizational identification. Interms of four dimensions of organizational justice, power distance also plays asignificant regulatory role on the relations of procedure justice, distributive justice,information justice, interpersonal justice and organizational identification.This research not only enriched the theory of the relationship betweenorganizational justice and organizational identification of the knowledge employeesbut also had exploratory study about the variable that can play a regulatory role on therelationship between organizational justice and organizational identification. Weconfirmed that power distance can adjust the relationship between organizationaljustice and organizational identification. Whereby, organizational justice of the knowledge workers whose power distance are lower has stronger influence onorganizational identification. Therefore, the enterprises’ managers should be fullyaware of the power distance that can affect organization behavior of the knowledgeemployees. This research results may give the enterprises’ managers some revelations,different power distance of employees can influence their perception oforganizational psychology and behavior, with the time implementing practical andfeasible strategies to improve the organizational justice, the managers should adoptdifferent management strategies according to different power distance, in this wayenterprises can enhance the knowledge employees’ organization identification.