The Relationship Between Organizational Justice、Responsibility And Job Performance Of Different Employees

Justice has important implications on individuals, organizations and society.Organizational justice, as an predictor of job performance, has been confirmed to predict therole of organizational effectiveness variables related to employee’s behavior. Theresponsibility is an important factor of personality, and also one of the important quality oflife. The responsibility of the staff have a very important impact on their job performance.The pursuit of the goal of the organization is to maximize the benefits, but organizationaleffectiveness relies on an individuals’ work performance. The study examined the relationshipamong organizational justice, job performance, and responsibility, and further investigatedwhether responsibility mediate the lationship between organizational justice and jobperformance. Currently, binary system of employees is a prevalent phenomenon instate-owned enterprises. That is, there are two types of state-owned enterprises employees,temporary employees and regular employees. Temporary employees are also the backbone ofthe work units, but their wages and related treatments are different from regular employees.The present study, based on the analysis of relevant literature at home and abroad,examinedthe difference between temporary employees and regular employees among organizationaljustice, job performance, and responsibility in the context of Chinese culture, and explored thereasons.203regular employees and154temporary staff from electricity and communicationsindustry in Shandong Province participated in the survey, and the correlation analysis, T-test,regression analysis, statistical analysis method were used in the study. The study initiallyexplored the relationship among organizational justice, job performance, and responsibility,and further investigated whether responsibility plays a role in the relationship betweenorganizational justice and job performance, and explored the differences in the abovevariables between temporary employees and regular employees. Finally, the study proposedhow to improve the treatments and justices of employees in state-owned enterprises, andemphasize the importance of organizational justice and responsibility for an enterprise.The conclusions are as follows:(1) Organizational justice of temporary employees was significantly lower than regularemployees, but their responsibility and job performance had no significant difference. (2) There was a significant positive correlation pairwise among organizational justice, jobperformance, and responsibility.(3) The responsibility partially mediated the relationship between organizational justiceand job performance.(4) The nature of employees played moderating role between organizational justice andresponsibility, and also between organizational justice and job performance.