A Study On The Relationship Between The Effects Of The Personality Traits And Organizational Justice On Employees’ Innovative Behavior

Innovation has become the theme of the times. Employees are the subject oforganization innovation. How to stimulate the enthusiasm of employees and makethem take action is not only a mission of business management but also a key issue fortheoretical research. The social psychologies hold the view that individual behavior isdecided both by inner trait of individual and the environment which the individualbelongs to. Therefore, it is a new tendency to study the innovation behavior ofindividual from the prospect of interaction of individual and environment. Theprospect of interaction, which contain both the impact of individual trait on creativeability of employees and the importance of other factors beside individual, has directpractically value.Existing research respectively discussed the impact of the personality traits andorganizational justice on innovation behavior, but few studies put all three in the samesystem to explore the interaction effect on innovative behavior relatively. This paperanalyzes the influencing mechanism of the personality traits on employee innovativebehavior, as well as the regulating effect of the organizational justice betweenpersonality traits and employee innovative behavior, and puts forward the researchhypothesis. This paper revises the innovation behavior scale through standard scaledevelopment methods to make employee innovative behavior from three dimensions:idea generation, creative support and creative execution. This article surveys340employees about variables such as personality trait, organizational justice andemployees’ innovative behavior through convenience sampling and the hypotheses aretested through correlation analysis, One-Way ANOVA analysis and linear-regressionanalysis by SPSS soft-ware. The empirical results show that, extraversion,conscientiousness, agreeableness and openness of personality trait all forecastinnovation behavior positively, but neuroticism forecast innovation behaviornegatively. The four dimensions of organizational justice all have significant positiveinfluence on innovation behavior. Organizational justice moderates the relations ofextraversion, openness and conscientiousness and innovation behavior positively, butmoderates relation between agreeableness and innovation behavior negatively andthere is no moderating effect on the relation between neuroticism and innovationbehavior. According to the research conclusion, we put forward the followingrecommendations for the enterprisers management: incorporating personality into theenterprise recruitment and internal pageant employee conditions; creating a fairenvironment though definite positions, marketized compensation and scientizedperformance assessment during the allocation process to enhance the stafforganization of fairness; refining the employee involvement system and setting up theappeal system to ensure procedural justice; establishing new communication channelsand improving internal relations to enhance the information of the employees a senseof fairness and human sense of fairness.