A Study On The Relationship Between Organizational Justice And Job Performance

Organizational justice and job performance has been the focus of the management by the enterprise managers for a long time. Since the acceleration of the global economic integration, rapid development of China’s socialist market economy, competition becomes more acute between each other. To maintain sustained the competitiveness of companies, scale cutting, and flat has become the focus of enterprise reform, simultaneously, the requirements is increasingly high to employees with the development of modern enterprise. As corporate human resource reserves, employees’ individual performance is the foundation to realize organizational performance, and directly affects the realization of enterprise’s goals. For over 30 years reform and opening up, China’s private enterprises have made rapid development, and created more jobs for the community, which play an important role in some certain areas, and even increasingly play a key role among some industry. However, the ownership of the private enterprise, management system etc., affect the employees’organizational justice and job performance. The research on organizational justice shows that the employees’ organizational justice has a strong predict on job performance. That is, the higher organizational justice, its job performance is higher.This paper analyzed the previous theoretical study of other scholars, and puts forward related theoretical models and hypothesis. We have carried on the questionnaire survey about organizational justice and job performance among employees of the private enterprise (A Industrial Aluminum Co.). Using SPSS 17.0 to analyze the data collected by questionnaires. By descriptive analysis of the sample, and between each variable and its each dimension, do the correlation and regression analysis to test the research hypothesis, to discussed the mechanism between organizational justice and job performance of employees at A Industrial Aluminum Company.After analysis, we find that the employees organizational justice of A Industrial Aluminum Company is generally at a middle level, which the sense of distributive justice is at a relatively low level. And also, the job performance is relatively higher. In addition, organizational justice and its dimensions have positive correlation on job performance and its dimensions. Further, except the procedural justice has insignificant ability to evaluate the job performance and relationship performance, organizational justice and its dimensions have significant ability to evaluate the job performance and its dimensions. Moreover, some personal characteristic variables of employees will affect their job performance and dimensions.Therefore, on the basis of practical experience of employee management from home and abroad, according to the empirical conclusions of this paper, we put forward the corresponding strategy of A Industrial Aluminum Company employees organizational justice management, from the angle of the organizations and individuals. Hope to provide the basis for the enterprise human resources management, and provide the reference for the further implementation of the working organizational justice management.