Research On Organization Fairness, Organizational Identity And Relationship Performance Of Employees In Telecommunication Industry

With the change of China,the employment system of our country is changing. The traditional emplyoment system can not satisfy the development pace of our society and enterprises. In order to help the enterprises to develop efficiently、flexibly and economically,labor dispatch system which is a new employment system comes into being. And because of its advantages and characteristics this new system has been accepted gradually. It changed the original employment system. The relationship between employee and employer has changed, employer-employee relationship no longer existed between them, a third party appeared between them which is Labor Dispatch organization. By doing this, companies do not have to do some trivial and basic things, because the third part will deal with these things instead, companies can save a lot of costs of management and recruitment. Companies will recruit labor dispatch employees to do some jobs such as front-line work and which doesn’t need high skills. It can help the companies to avoid the disputes with the employees. And because of this,this kind of employment system has been widely used by a lot of companies. But as we know every coin has two sides. Because this employment system has just developed, the supervision systems and relevant laws are not complete. As a consequence of this the labor dispatch industry are developing disorderly and lacking of standardization. Meanwhile, because of the ways of employing is different from the original one,it has some problems. For example, the ways of employing the labor dispatch employees and regular employees are different, so the status of them are different. As consequence of this, even though they do the same job they can not get the same pay. The salary、bonus and welfare are different of these two ways of employment system. And because of this difference, it will have a big effect on the employees. It will affect their sense of fairness, it will also reduce their sense of organization identification. At last, it will have a big effect on their job performance. It’s not good for the company. Meanwhile, labor dispatch system is not originated in China, so most of the scholars are concentrated on the development of them instead of the problems. Most of the study on this is cross-sectional study.According to this, this paper chooses labor dispatch employees to be the research object to analyze organizational justice、organizational identification、contextual performance and the effect on contextual performance. I try to understand this group from a microcosmic aspect. By looking through the previous researches,we found that scholars had done much more research on organizational justice、 organizational identification and contextual performance,while there is just a little researches on their relationship. So this paper decides to research labor dispatch employees’ organizational justice、organizational identification and contextual performance by combining with field investigation and the research results and methods which have been found.This paper chose the labor dispatch employees who are working in telecom industry to be the research objects, then established the theoretical model. In this model, organizational identification plays an intermediate role between organizational justice and contextual performance. Organizational justice is independent variable while contextual performance is dependent variable. By reading a lot of papers, I collected the definitions about labor dispatch employees、organizational justice、organizational identification and contextual performance. I got a lot of useful information to support my research. Meanwhile I sent out 200 questionnaires on the internet, at last I got 159 questionnaires which are effective. After collecting these questionnaires I processed the date by using SPSS software. The result shows that most of the research hypothesis have been proved. The hypotheses are as followings:1. The four dimensions of labor dispatch employees’ organizational justice have significant positive effect on the two dimensions of contextual performance.2. The four dimensions of labor dispatch employees’ organizational justice have significant positive effect on organizational identification.3. Labor dispatch employees’ organizational identification has significant positive effect on the two dimensions of contextual performance.4. Labor dispatch employees’ organizational identification plays an intermediate role between the four dimensions of organizational justice and the two dimensions of contextual performance.The innovation of this paper is that this research enriched the study of labor dispatch employees and enriched the empirical research of organizational justice、organizational identification and contextual performance. It provided some theoretical directions to the administrators. Meanwhile it made both the society and the enterprises to pay more attention on the organizational justice of the labor dispatch employees and to treat them more friendly so that the society can develop harmoniously and sustainably.